This study is focused on Manpower training and Development in the Nigerian Banking Industry: A case Study of Central Bank of Nigeria Enugu.
The objectives of the study among others include.
(1) To determine if regular manpower training and development leads to a significant increase in the operating costs of Central Bank.
(2) To find out if successful manpower development programmes contribute to the success of the Central Bank.
Based on these, 4 research questions and 3 hypotheses were formulated. Extensive literature review on textbooks, journals, and material on the area of the study were carried out. While primary data were sourced from respondents, which form the sample of the study. This sample included Junior and Senior staff of the case organization. The data collected with open and close ended questions were presented, analyzed and interpreted. The hypotheses formulated were tested using chi-square. Based on the analysis the following findings were made. The manpower training and development of central Bank and indeed undertake manpower training development, this improves staff job performance. In the view of the above findings recommendations on how improvements can be made were offered. The researcher concludes that if these recommendations are carried out, the quality of service offered by the bank will improve and the bank will grow and survive.
TABLE OF CONTENTS
Title page – – – – – – – – i
Certification – – – – – – – ii
Dedication – – – – – – – iii
Acknowledgement – – – – – – iv
Table of contents – – – – – – v
1.1 Background of the Study – – – – 1
1.2 Statement of Problem – – – – 6
1.3 Objectives of the Study – – – – 7
1.4 Research Questions – – – – – 8
- The Research Hypotheses – – – – 9
- Significance of The Study – – – – 10
1.7 Scope and Limitation of the Study – – 11
1.8 Definition of Terms – – – – – 12
2.1 Issues on Training and Development – 14
2.2 Importance of Training and Development – – 18
2.3 Objective of Training and Development – – 20
2.4 Benefits of Manpower Training Development
in Nigeria Banking Industry – – – – 25
2.5 Problems of Manpower Training and
Development in Nigeria Banking Industry – – 26
- Manpower Training And Development By
Central Bank of Nigeria – – – – – 27
3.1 Research Design – – – – – – 31
3.2 Area of Study – – – – – – – 32
3.3 Population of Study – – – – – 32
3.4 Sample Size Determination – – – – – 32
3.5 Sampling Procedure – – – – – – 33
1.6 Sources and Instrument for Data Collections – 34
3.7 Test of Validity and Reliability – – – – 35
3.8 Data Collections – – – – – – – 36
3.9 Method of Data Analysis – – – – – 36
4.1 Analysis, Interpretation and Presentation of Data 38
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings – – – – – – 54
5.2 Conclusion – – – – – – – – 55
5.3 Recommendations – – – – – – 57
1.1 BACKGROUND OF THE STUDY
The task of managing the human component of the business is central and most important task, because the success of any enterprise depends entirely on the effectiveness of its human resources on their job. Human being per se is not a “resource”. He becomes a resource only if trained, developed and allocated to productive work.
No enterprise can be guaranteed a permanent place in our highly competitive society and no manager lasts longer unless he keeps his business competitive by way of training and development. The main part of any training and development programme is directed towards preparing individuals to meet future needs.
All activities of any enterprise are initiated and determined by the persons that make up the organization and the success of these activities depends on the competence, motivation and general effectiveness of its work force. A growing number of managers recognize that they can hope to find a major and lasting competitive advantage not in superiority of their plant and products, but on the quality and training of their people.
Effective manpower training and development enables an organization to move from an inefficient (to a more) productive situation, provided the important and appreciating resources are there. Amongst other factors, manpower training and development help employees and management adapt to the demands of a dynamic world of rapid social, technological, political and economic changes.
Training and development are activities aimed at helping employees overcome their limitations. An organization may save money recruiting trained individuals. When organization undergo major changes, training and development activities often are necessary to help employees make the transition to a new way of doing things. Redesign work around teams is one type of change that creates high demand for training and development (Ezigbo 2003).
Development is necessary and a prerequisite for individual, organizations, and the society.
(Ezigbo 2003), training is attaining specific detailed and routine Job skills and techniques. They opine that development is the broader scope of improvement and growth of abilities, attitudes, and personality trait. Development is required to meet technology advances and to achieve greater personal satisfaction. People become developed when they have acquired the necessary education and training that could enable them exhibit growth in abilities, attitudes, and personality trait. As people become developed, they have a greater sense of dignity and worth which will’ make them to be more valuable to their employers and the society in general.
Training and development are essential ingredients for enviable growth of any vocation and the case of the Nigeria Banking Industry is no exception to this obvious fact.
The pursuit of training and development should be continuous, particularly in the world of vast challenges posed by ever changing trends of development in the field of science and technology. This assertion clearly demonstrates how dynamic our social, economic, political and technological environments could be, and it is the role of banking industry to respond to development in all spheres of human endeavors, hence manpower development in banking industry should also assume a dynamic setting.
Manpower Development in Nigeria Banking Industry responds to developments and practices in the banking industry in the country.
The issue of manpower training and development equally applies to Central Bank of Nigeria which started in 1912, when the nationalists request for Central Bank of Nigeria (CBN) was not granted.
However, with the dawn of independence in most West Africa Countries, these countries, started to establish their own Central Banks to help in managing their economies. Central Bank of Nigeria (CBN) was established in 1959. It is a government-owned bank that carries out the major financial operation of the government.
The Central Bank of Nigeria, Enugu Branch, is located at Garden Avenue and it is an affiliate to the Central Bank of Nigeria, located at Abuja.
FUNCTIONS OF CENTRAL BANK OF NIGERIA (CBN)
The functions of Central Bank of Nigeria (CBN) include the following:
Every independent country now has a central bank. The Central Bank is mainly established to carry out financial transactions of the government. The functions of the Central Bank include the following:-