The recent global economic recession heralded diverse experience across businesses. It was a threatening period that led to unexpected changes for many careers, businesses, organization as well as individuals. To some, the experience provided the opportunity for creative thinking and new development.
As we navigate through the troubled water of recovery, business leaders and professionals have engaged diverse strategies. Some organizations displayed a high level of business intelligence, leveraging on the intellectual commitment of their staff to stay afloat. Nevertheless, the rate of talents and careers that were drowned by the economic recession was quit much due to unbalanced acquisition of new skills, training and development.
It is not a fallacy to say that training constitute the core of staff productivity in any organization. In organization, whether public or private concern, it is the staff that plays critical role in helping organization, groups or society to achieve their stated goals and objective.
Hence, to accomplish this purpose, training and development need be adopted to have an optimal high productivity on staff performance. Organizational performance depends on how employees are being trained and motivated.
No organization can triumph in the race of economic recession, and business uncertainty because our world is currently under going rapid changes particular in the area of skill obsolesce and technological capability; training is not exclusively reserve for newly employed staff but also for the old employees as well.
Commercial banks just like any other organization in Nigeria strive to achieve optimum efficiency in their human resources management, thus devote a large chunk of their substantial capital to training and development. This becomes more imperative with successful completion of Mergers, Acquisition and it attendant increase in capitalization witnessed of recent in the Nigeria Baking industry which necessitated increase in attention of training and development.
1.1 BACKGROUND OF THE STUDY
Training and development programmes foster the initiative and creativity of employee and help to prevent manpower obsolesce which may be due to age, temperament or motivation or the inability of a person to change. Simbo A. Banjoko (2002).
An organization that is growth conscious must take training as an important aspect of its task. It is pertinent to note that human resources have the highest elect orating rate and should be in energy of an organization so as to receive the desired result as they are the cornerstones of any organization.
While training is concerned with increasing knowledge and skill in claying a particular job, development aims at availing to the skills of the worker and improving their general knowledge and altering their attitude.
This project shall aim at how training and development can bring about efficiency in achieving organizational objective in United Bank for Africa (UBA) Plc.
After merger and acquisition in the Nigeria commercial sector, training and development of new and old employee enable the employee to have necessary skills and be able to perform more and attain organization goals. Increase in labour turnover provides gaps, which have to be filled with employees. These new employees come from different companies with different skills. These employees have to be trained and be retrained so as to be able to achieve the objective of the organization.
Training and Development of human resources in the banking industry is mostly costly through on - the job or off - the job training. Banking industry are service providers and has been aptly described as the “lubricant of the engine of growth that drives the economy”. People are employed to work in various sections cum departments and they deal with all aspects of banking activities. Bank employees possess different degrees and certificate, yet in spite of this, there is need to train and develop them on banking operating techniques in order for them (employee) to be able to perform a more responsible and tasking duties through training and staff development, banks are able to save and improve current performance and provide a suitable trained staff to meet present and future challenges.
1.2 STATEMENT OF PROBLEM
With the recent recapitalization embarked on by the banks, the problem of declining productivity, low esteem and lack of requisite skill of bank employee have continue to confront the banking industry. There is the possibility of the industry facing shortage of highly skilled manpower in the further as a result of the growth and expansion of most banks in the country.
Even though various researchers have shown that training and development has considerable impact, there is little empirical evidence to show the relationship between training and development and staff performance.
This brings us to the question of why training is not impacted on staff performance in other word why training programme fail to meets its objective of improving staff performance in some instances
This may be due to the following reasons:
a. Faulty training technique which ignore the peculiarities of each organization culture
b. Inability of staff to imbibe and / or remember what is being learnt in training thereby failing to apply such knowledge to it.
c. Wrong attitude of staff towards training
1.3 SIGNIFICANCE OF THE STUDY
Training in an organization is veritable no matter how well qualified for a job, training is required to bring out the best in such individual in order to bring out the desired result. Thus the relevance of this study is aimed at showing the importance of training and development in achieving organizational objectives in the banking industry.
The study will also be useful to scholars in the field of social science, management and other related field as secondary source.
1.4 OBJECTIVE OF THE STUDY
The aim of this project is to show how training and development have helped in improving employee’s performance toward enhancing a better productivity level in the banking sector. The study shall aim at the following:
1. To show the outstanding features of what training and development entails and how it can effectively be carried out in organization.
2. To give a detailed account of the advantage and disadvantages of training and development in the growth of any organization.
3. To create awareness of the fundamentals or principle of training in an organization
4. To appraise the effectiveness of training and development programme on the banking industry, while cognizance of how it has help in motivating workers in their place of work, using UBA as a study.
5. To determine the extent to which training and development of human resources motivate workers toward achieving organizational goals
6. To examine the impact of training and development programme on the overall goals of the organization.
7. And lastly, the study shall highlight some of the basic flaws and problems that are implemented to effective training and development in the United Bank for Africa (UBA) Plc and proffer recommendations to the management of the bank based on findings.
1.5 RESEARCH HYPOTHESIS
In the light of the above objectives enumerated above, some hypothesis will be drawn up which the study shall pronounce answer to the hypothesis for this study are:
Hi: That there is significance correlation between Training and Development on the performance of worker on the job.
Ho: That there is no significant correlation between Training and Development on the performance of workers on the job
Hi: That Training lead to high optimum productivity
Ho: That training does not lead to high optimum productivity.
1.6 RESEARCH QUESTION
1. Is there any significant relationship that exists between training of staff and organization performance?
2. Does training lead to high optimum productivity?
3. Does training lead to improvement on the side of the trained staff and wages receive thereafter?
4. Is there any significant different among training, job satisfaction and organizational performance?
5. Is there any significant relationship between staff productivity and organization performance?
1.7 PURPOSE OF THE STUDY
The study intends to examine the extent to which training development function of banks has been carried out in order to achieve organization goals. The study will be centered on the workers of UBA PLC with aim of examining the effect of training and development of the employees’ performance.
The availability of funds, time constraints, and distance e.t.c shall serve as limitation to the study.
Also the study shall not examine the cost effectiveness of the method of training or the best.
1.8 PLAN OF THE STUDY
This research will attempt to study the impact of training and development on staff performance in the Nigerian commercial bank using UBA PLC as a study.
The research study will be divided in 5 (five) chapter
Chapter one will deal with background of the study, statement of the problem, significance of the study, it shall also discuss brief research hypothesis, Methodology of research, scope and limitation of the study and lastly plan of the study.
Chapter two will cover a detailed review of current and existing literature; examine works of various authorities’ theorist and writers who have undertaken research studies into the theme. Also it shall examine differences between development, objective of training and developments, training need analysis, method of training and evaluation of training programme. Lastly the chapter will discuss training and development in Nigerian Banking Industry, Training and development as being practice in UBA PLC
Chapter three will deal with research methodology, source of data, sampling technique, re-instatement of hypothesis, method of data analysis and questionnaire that will be design to answer hypothesis question.
Chapter four will deal with data presentation and interpretation
Chapter five will summarize the general study
1.9 OPERATIONAL DEFINITION OF KEY TERMS
The definition of key terms used in this study is very important. This is to enable the researcher to produce a good conceptual framework of the study.
i. Development: This is a process whereby organization may be become effective overtime at achieving its goal and objective for greater change
ii. Organization: It is the conscious coordinated social unit compose of two or more people, functioning on a relatively continues basis to achieve set target.
iii. Performance: This is described as the activity carried out by the employee towards the achievement of the organization goal.
iv. Organizational Development: These is the process which an organization develop an internal capacity to be the most effective it can be in its mission work and to sustain itself over the long term performance
Adebayo D.O. (2000) Motivational Antecedent of training and outcome among
Commercial banks workers on staff development. PHD thesis, University of Ibadan
Simbo A. B. (2002) Human Resource Management, University of Lagos