TRAINING AND DEVELOPMENT OF HUMAN RESOURCE IN BANKING OPERATION (A STUDY OF UNION BANK PLC OKO)

ABSTRACT
This study is carried out to examine the training and development of human resource in building operation in Union Bank Plc, Oko branch. To achieve this, the researcher prepared and administered questionnaires to the staff of Union Bank Plc, Oko branch. The information gathered was presented in tables and analyzed using simple percentage techniques. It was found that human resource training influence the operations of Union Bank of Nig. Plc Oko branch, and that training programme increases employees’ and organizational productivity. Based on the findings, the researcher recommends that management should always see training and development of their employees as one of the motivational tools that will increase productivity. In conclusion, systematic training and development of human resources enhance efficiency and effectiveness as well as increase profitability and productivity of the organization.


TABLE OF CONTENTS
Title
Table of contents
Abstracts
CHAPTER 1
INTRODUCTION
1.1       Background of the study
1.2       Statement of the problem
1.3       Purpose of the study
1.4       Significance of the study
1.5       Research questions
1.6       Scope/delimitation of the study
1.7       Definition of terms

CHAPTER 2
REVIEW OF RELATED LITERATURE
2.1   Concept of training and development
2.2   Nature of training and development
2.3   Employee/operative training
2.4   Executive/management development
2.5   Organizational knowledge
2.6   Reasons for training
2.7   Purpose for training
2.8   Evaluation of training
2.9   Summary of literature review
CHAPTER 3
RESEARCH METHODOLOGY
3.1   Design of the study
3.2   Area of the study
3.3   Population of the study
3.4   Sample of the study
3.5   Instrument for data collection
3.6   Validation of the instrument
3.7   Distribution and retrieval of instrument
3.8   Method of data analysis

CHAPTER 4
Data presentation and analysis

CHAPTER 5
Summary of Findings, Conclusion and Recommendations
5.1   Summary of findings
5.2   Conclusion
5.3   Recommendation
5.4   Limitation of the study
5.5   Suggestions for further research
        References 

        Questionnaire 


CHAPTER 1
INTRODUCTION
1.1   BACKGROUND OF THE STUDY
Do we ever settle to think why some organizations recruit better applicants than others, why some business enterprises are more efficient or perhaps, more effectively organized than others? Why some establishments are more productive than others, why some firms make profit while others are folding up? It is possible to answer the above questions with this simple phrase; lack of requisite skills and failure on the part of management to identify and adequately take care of their inadequacies”.
After recruitment and selection of employees, they need to be maintained and motivated towards achieving the organizational goals. And this can be achieved through training and development of the organizations workforce.
Sound and constructive human capital development facilitates optimization of available potentials and provides opportunities/leverage for better repositioning of an organization to achieve global competitiveness. Hence, human resource development is a pre-requisite for organizational survival, sustainability and success. This fact is reinforced by Chinese wise saying, which says thus;
“If you wish to plan for a year, sow seed
If you wish to plan for 10 years, plant trees.
If you wish to plan for a lifetime, develop men”.
The above, summarizes and underscore the indispensability of human resource development in organizations.
Brief History of the Study
The Union Bank of Nigeria has a long and proud history dating back to 1917, when it first opened its doors for business as the colonial bank. In 1925 it was brought by Barclays, becoming Barclays Bank Dominion, colonial and overseas which it remained until the early 1970s.
In 1971, Barclays incorporated the bank locally in Nigeria as Barclays Bank of Nigeria Plc and sold a significant shareholding to the federal government and the Nigerian public. In 1979 the banks name was changed to the Union Bank of Nigeria Plc, to reflect the change in its ownership structure.
In the early 1990s, the Nigerian government started a policy of privatization of state owned asset, which resulted in 1993 in both the government and Barclays selling their remaining stakes in the bank to the public at large, thus creating a truly publically owned bank.

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Item Type: Project Material  |  Attribute: 66 pages  |  Chapters: 1-5
Format: MS Word  |  Price: N3,000  |  Delivery: Within 30Mins.
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