CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
It has been discovered that the posterity and profitability of any organization depends on the quality of its human capital otherwise known as “Manpower”. To this end, the oxford advanced learners dictionary defines training as the process of learning the Skills that one needs to do a job. The English dictionary however sees it as, the activity of imparting and acquiring skills. Randell et al (1974) views it as the molding of a person to increase his fitness for a specific activity or purpose. On the other hand Development is a gradual growth of something so that it becomes stronger or more advanced. Manpower on its own refers to the total number of all available Workers. Now we can rightly state that manpower development is the improvement and growth in the capacities, skill of the individuals and groups that make up the organization.
In the early 18th Century when banking business was introduced into the country, the business was not that progressive and attractive, not until, 1960s when training and manpower development had started to take place with so many people highlighting on the impact of training and manpower development in an organization.
Iyayi (2005) described training and manpower development as the activities that are directed towards providing the people of an organization with the skills, attitude and motivation needed to perform the work of the organization in an effective and efficient manner. He later gave examples that training enables business to reduce wastage of materials and accident on the job. He also said when workers are trained properly they will understand why and how to carryout their tasks and duties conveniently and acquire attitudes and orientations that are needed optimally in particular areas.
Barridgre (1999) said that training is a systematic process of influencing the behavior of employees towards the attainment of organizational goals.
According to Beach (1980), the purpose of training is to achieve a change in behavior
According to Harbison F.H. (1973) Human beings constitutes the ultimate basis of a nation’s wealth. This preposition applies to the organization, which implies that with daily increase and complexity in the organizational activities and the problem ensuring optimum productivity which is fast becoming a challenge as well as imperative for the management of the organizational. This training and development of staff (manpower) on whom the huge responsibility of furthering these goals rest must take top priority if the organization must continue to enjoy maximum performance from the staff. Randell et al (1974) says, if an or organization is being run by ‘humans’ then, they should be given adequate training and ability to develop in order for the organization to meet up with the ever changing demands of customers and its environment.
1.2 Statement of the Research Problem
The importance of training and man power development is to run organization efficiently. It has however been ascertained that training helps in molding a person in order to increase his or her fitness or skill for a particular activity. It is however not too clear whether training and development has any significant impact or effect on this study, if first bank fails to embrace the concept of training and development. However most organizations plan meticulously for their investment in physical and capital resources and these plans are received with utmost attention to human investment in which the capital and equipment will be in vain.
Not many organizations consider the necessity of a well-defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programmes.
Hence, study seeks to provide answers to the following research questions.
- What is the relationship between training and manpower development and the Banking Sector?
- What is the relationship between employee morale and productivity and manpower development in the Nigerian Banking Sector?
- What is the relationship between profit making ability and manpower development in the Nigerian Banking Sector?
- Is there any relationship between quality of services renderedand manpower development in the Banking Sector?
- Is there any relationship between achievement of goals and objectivesand manpower development in the Nigerian Banking Sector?
1.3 Objective of the Study
The objectives of the study are to:
(i) Determine the relationship between training and manpower development and the Banking Sector.
- Ascertain the relationship between employee morale and productivity and manpower development in the Nigerian Banking Sector.
- Determine the relationship between profit making ability and manpower development in the Nigerian Banking Sector.
- Expose the relationship between quality of services renderedand manpower development in the Banking Sector.
- Review the relationship between achievement of goals and objectives and manpower development in the Nigerian Banking Sector.
1.4 Hypothesis of the Study
Hypothesis is a tentative answer to a research question. It is an idea or explanation of something that is based on a few known facts but that has not yet been proved to be true or correct (Oxford Advanced Learners dictionary 6th Ed.)
For this particular study, we are focusing on the Null hypothesis (Ho)
- There is no positive relationship between training and manpower development in the Nigerian banking sector.
- There is no significant relationship between employee morale and productivity and manpower development in the Nigerian Banking Sector.
- There is no significant relationship between profit making ability and manpower development in the Nigerian Banking Sector.
- There is no significant relationship between quality of services rendered and manpower development in the Banking Sector.
- There is no significant relationship between achievement of goals and objectivesand manpower development in the Nigerian Banking Sector.
1.5 Significance of the Study
The banking sector of every country is of immense importance to the economic growth and development of that economy. And because the management of such organizations want a level of efficiency and effectiveness in providing their services with the view to keeping with the common economic trends, banks (first bank as my case study) has so much to gain from manpower training and development.
One of the significance of this study is to help organizations management better appreciate the need for Training and development.
Another very serious importance of this study is to help bring about increased job effectiveness because of the patterns of training and development the study wishes to look at.
The study is significant in the sense that it helps to find out if there is any relationship between employee training and development and the level of efficiency in the organization.
Finally, the result of this study will make us know how effective it is to the management and administration of first bank of Nigeria in the area of worker empowerment and proffering corrective measures.
1.6 Scope of the Study
The study focuses on the impact of training and manpower development in the banking sector using First Bank of Nigeria PLC Benin City as a case study.
1.7 Limitation of the Study
The limitation of the study describes the problem that was encountered during the research study which will limit the level of accuracy and reliabilities in the research work. First bank of Nigeria Plc, Benin City was selected for this study. The limitations of this study were
- Obtaining primary data such as statistics of training, pattern of workers at First bank was very inconvenient.
- The response rate from management staff of the bank was very slow and sometimes not forth coming.
- Access to some way importance documents was very hard to come by
- The size of First bank of Nigeria posed a big problem as it was not easy to get information contained in the questionnaire, because of Banking policy, movements in the banking hall was restricted.
1.8 Definition of Terms
The terms in this study are:
- Training
- Development
- Man power
- Organization (Bank)
(1). Training – Training is the activity of imparting and acquiring skills. (Oxford Advanced Learners Dictionary). It is a process of concerned with developing skills in order to increase and improve job effectiveness.
