ABSTRACT
This research project is prompted by the need for training and development in the Banking Industry which is often neglected by most organizations. This neglect has led to waste and unnecessary cost centers become necessary to embark on the study so as to highlight its importance in present day work force. As it were, any organization that wants to be dynamics has to move with time by developing and training its personnel, otherwise, it will be ready to be price out of market.
The work further tried to deal with the historical perspective of Union Bank of Nigeria. It also tries to focus on the theoretical frame work of the study.
Moreso, it also focuses on the analysis of the research questions, hypothesis which claims that training and development plays a vital role in improving the skills, knowledge and productivity of employee. That actual performance can be influenced by actual value rewards.
After looking at these aspects, a general conclusion and recommendations will be made for further improvement in organization as a whole and Union Bank of Nigeria Pic in particular. It is hoped that the recommendations will be of help for further human resources development growth in Nigeria.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The Management of human resources is crucial to the growth and survival of any organization particularly those of the 21st Century who encounter on regular basis unhealthy rivalry in the global market BANKOLE. (2001).
Any organization that will stand the test of time in the highly competitive environments must necessarily adopt a realistic human resources system, planning and utilization as well as positive training and development on performance that could motivate and carry along the entire workforce in the effort towards attaining the organizational goals and objectives hence the need for training and development for all categories of employees in organization Is widely recognized be it at the management trainee level, supervisory level and senior management level.
Training relates to giving knowledge and skills, transmission of information to familiarize employees and employers· to the organizational and environmental context and to modify their attitudes in task performance while development follows the same pattern but It is designed for senior employees who are in managerial positions and if any organization thinks that training and development is expensive and equivocal, let try ignorance. Training and development is Inevitable in all organizations; but the current trends of events In Banking Sector, like old age· it attacks us whether we like It or not. People learn to behave in a particular way In the family, in social gathering and In their working places.
Training and development is one aspect of activity that is virtually important and continuous until death. Training is all learning experience and has become an integral unquestionable aspect of improvement, effective and development. In this era of organizational complexity, industrial sophistication and technological advancement, training is no longer the job of an amateur or unprepared professional. It has really come and it is going a long way.
Styles et al (1997) stated that effectively an organization depends on how well its members are trained. Training motivates employees to work harder and have higher morale and it is an ongoing process. New problems, new procedures and equipment, new knowledge and job call for training.
To train and develop labour is the key to containing the current changes in technology and organizations and will base its control and effectiveness on the growth and accomplishment of persons within the organization. Training is an investment and adds to working capital. Efficiency and effectiveness of organization are predicated of its manpower and its major resources of organizational differences.
Training according to Ogundiro (1992) is the acquisition of a requite knowledge, skills and attitude for a requisite or specific job. “Whereas development is the systemic acquisition of knowledge. Skills and attitude by an employee, which helps him carry out his present job competently and make him ready for future tasks.
The easiest way to define these words is perhaps to make comparison between them. First, the purpose of training is to supply specific knowledge, skill and attitude (KSA) needed to meet organizational goals, while the purpose for management development is to supply individuals prepared to meet organizational goals in specific positions.
