ABSTRACT
The greatest requirement of the Union Bank Plc Garden Avenue Enugu is a qualitative personnel or manpower. This human resources requirement is inevitable if the bank is to meet banking in a fast developing country like Nigeria. In order to be able to perform his duty effectively and optimally the need for professionalism in the banking system is very paramount and cannot be over emphasized. To achieve this well trained and stalled manpower is required.
In view of this fact the Union Bank authoirt has embarked on a number of in-service training programme for the officers and other Gardners of staff of the Union Banks to ensure that the goods and aspiration of the Bank are realized to highlight the significance of these in-service training this project has therefore set out that is can be at best provide a basic framework upon which the Union Bank can develop the manpower needed for efficient and effective performance. The main finding unveiled the fact that problems abound which many impede the implementation of a successful in-service training programme while development of a successful in-service training programme on productivity was revealed in course of the investigation.
Also, it has been deduced that some companies or banks do not adequately utilize the in-service training programme as it has not been seen to improve the efficiently and intelligence of workers sometimes due to the banks inability to find the in-service training programme the banks fail to provide adequate fund which will serve as sure way of promoting excellence and the derived knowledge that will bring about the efficiency of discouraged above.
Based on my findings the following recommendations are made:
i Qualified teachers should be posted to financial institution so that meaningful achievement won’t be made for a better in-service training scheme.
ii Training should be given sufficient food allowance which is the basic requirement for the physical body.
iii Dedicated and committed office should be posted as a teaching staff of the institution.
iv Adequate teaching aids should be provide to the teacher to enhance their classroom teaching.
v Trainees should be paid their traveling course allowance to motivate them to attend in-service training programme.
vi The nominations of trainee should be based on merit and not indiscriminate to ensure that only officers who are willing to progress in the bank are given the opportunity to attend in-service training programme.
vii Experts and those who are technically skilled in the field of teaching and learning should be to prepare the intricate time table for rational scheme.
Finally, the Union Bank authority should provide adequate facilities and equipment to enable the institution to up-grade the service it renders.
TABLE OF CONTENTS
Title page II
Approval page III
Dedication IV
Acknowledgement V
Abstract VI
Table of contents IX
List of table XII
CHAPTER ONE
Introduction
- Background of the Study 1
- Statement of the Problem 3
- Purpose of the Study 4
- Scope of the Study 5
- Research Question 5
- Research Hypothesis 6
- Significance of the Study 7
- Definition of Terms 8
Reference 10
CHAPTER TWO
Literature Review 11
- Procedures for effective Training 14
Reference 19
CHAPTER THREE
Research Design and Methodology
- Research Design 20
- Area of the Study 20
- Population of the Study 21
- Sample and Sampling Procedure/Technique 21
- Instrument for Data Collection 22
- Validation of the Instrument 23
- Reliability of the Instrument 24
- Method of Data Collection 24
- Method of Data Analysis 24
Reference 27
CHAPTER FOUR
Data Presentation and Analysis
- Presentation and Analysis of Data 28
- Testing of Hypothesis 38
- Summary of Result 43
Reference 44
CHAPTER FIVE
Discussion, Recommendation and Conclusion
- Discussion Result 45
- Limitation of Study 49
- Conclusion 50
- Implication of the Research Finding 51
- Recommendation 52
- Suggestion for further Research 53
Reference 55
Bibliography 56
Appendixes 58
LIST OF TABLES
- Problems of In-service Training and development employee productivity.
- Teachers use sufficient teaching aid to organize their classroom
- Union Bank authority pay the trainers command traveling allowance as a means of encouraging the course participants.
- Developing manpower in the In-service programmes
- People believe that Bank job does not requires integument thinking
- Bank work is it meant for only illiterates
- Giving enough food to the course participant during in-service training programme
- In-service training make Bankers in Union Bank Garden Avenue Enugu
- Union Bank authority provide opportunity to officers and men to attend in-service training.
- Bankers work hard to pass their examination during in-service training.
- Examination conducted during in-services training promotes knowledge
- Development on employee productivity through in-service training is it a way of increasing productivity.
- Union Bank Plc Garden Avenue has performed excellently within or outside Nigeria.
CHAPTER ONE
INTRODUCTION
The impact of in-service Training and development on employee productivity a case study of Union Bank Plc Garden Avenue Enugu.
This introduction is talking about the effect of in-service training and development and improves productivity, it is mainly made for workers to enhance manpower development for manager supervision and other senior workers while training is for junior to create learning opportunities, skill and experience and the right attitude in relation to the job.
1.1 Background of the Study
This will look into the background of the study of in-service training development and productivity it will also look into statement of problem. Purpose of the study significant of the study and scope of the study, research question definition of terms and research hypothesis.
These in-service training programme include development for managers supervisor and other junior workers this particular course has function of about three week and it covers training activities on administrative studies Banking studies, management, bookkeeping, law public relation, English language etc another enhance manpower development and improves productivity which is the refresher course. This course is designed to last for a period of twenty four (24) weeks. It is an important training with an expanded scheme of work created with a much disciplinary approach and each subject ranges from Banking, law, psychology, economics, English language, management and Administration. The banking people needs most to carry out the delicate work of transaction of money dealing with customers and dealing with the day to day functions of banking, if the quality of the people who are willing to do this job is to be maintained, the value placed upon regards to this the promotion of the Union Bank officers became a necessary parameter for assigning greater responsibility there are several promotion courses available in Union Bank system and such courses provide a good in-service training for members, these promotion courses include supervisor to manager having a duration of two weeks intensive studies with a competing and of course examination which provides eligibility for advancement to managerial rant (manager). These is remarkably a manager to area manager promotion course which is also specified for two months duration to prepare officers who are to hold administrative officers.
1.2 STATEMENT OF THE PROBLEM
Based on the earlier discussion, the role of the Union Bank authority as a trainer of it. Manpower can be seen to be one of working out of which each banker need to learn providing him with the condition under which he can learn to and keeping a check on his progress feeding him back with the essential knowledge of result. The Union Bank however in both local and foreign operational service has an outstanding records of performance as the best in the country.
This recommendation is as a result of the type of orientation and training scheme designed for Union Bank in the performance of its duties, there is still the motion that the Union Bank in Enugu is a hatch patch or it is composed of semi-illiterates it has also been argued that the bankers in Enugu Union Bank are poorly trained and therefore cannot perform adequately in a complex and fast developing nation like Nigeria. It is on the basis of this that the writer of this project has decided to undertake a study of the impact of in-service training and development on employee productivity in Union Bank Plc using the Union Bank as a case study.
1.3 PURPOSE OF THE STUDY
The purpose of the study is to highlight the Union Bank officials most of the factors that are responsible for the negative publicity by the Nigeria society that the Union Bank in Enugu are poorly trained and that is the root cause of the low professional performance of the Union Bank Plc Garden Avenue Enugu. In addition, it will be recalled that this project is designed to enlighten the Enugu Union Bank on the prospect of in-service training as yardstick for optimum manpower development and increasing productivity, it will also furnish adequate information or better training programmes. Finally, it will make necessary recommendation for the improvement of the in-service training schemes and curriculum for the Union Bank.
1.4 SCOPE OF THE STUDY
The area covered by this study include that no attempt was made proceed to other Union Bank colleges. In the country which also take care of manpower development.
The research have due consideration for over-wheeling financial constraints and the limited time available for this work.
1.5 RESEARCH QUESTION
Research involves problem identification and finding solution to such problems, a number of factors contributed to the impact of in-service training and development on employed productivity these include the following question.
- Do you agree that in-service training is capable of improving manpower in the bank system.
- Does the in-service training afford opportunity for better education advancement of bankers.
- Do the bank authority pay the trainees course traveling allowance as a means of encouragement in course participants.
- Is it true that in-service training does not make bankers intelligent?
- How often do Union Bank attend in-service training in a year?
- RESEARCH HYPOTHESIS
The following hypothesis have been used in this study.
HO: In-service training is not a tool false enhancing the financial status of the banker through elevation of the next rank promotion.
HI: In-service training is a tool for enhancing the financial status of the bankers through elevation of the next rank (promotion).
HO: In-service training is not a parameter for increased productivity.
HI: In-servicing is a parameter for increased productivity.
1.7 SIGNIFICANCE OF THE STUDY
It is hoped that when this study is consummated to findings it will be of great significant to the Directors and officers of Union Bank Garden Avenue Enugu, hence it will give them adequate information with regard to the banking system. In recent times, most people want the training programme for the Union Bank to be expanded and improved. Based on this motion, the Union Bank directors has taken upon themselves the taste of retraining of the bank officers in order to facilitate the acquisition of more skills, attitude and values necessary to excel to greater height in the performance of their duties. If the government should provide for them quality facilities, adequate welfare in-service incentive as a means of encouragement and motivation then efficiency and effectiveness will be reached in Union Bank system. The Union Bank authority will benefit a lot from the project, it will provide a guide to better training plan for improved manpower development and increase on productivity.
1.8 Definition of Terms
Manpower: This implies the human resources requirement for an
efficient banking.
Trainee: This is the aspect of a working population of bankers
enlisted to attend various in-services training in the various financial college.
Promotion: This is the process or elevation of any bank officer to
occupy a new position in bank stratum.
Development: This is the process of gradual growth of one
individual from a partial and stage to another.
Productivity: Productivity is a process through which output is
increased in any organization.
In-service Training: This is the process of teaching people how to
do their work while actually at a job.
REFERENCE
Aekerman L. (1968) “Training Programme, Goals Means and
Elevation” Personnel Management. A journal of personnel Management in Nigeria Vol. 47 No. 3pp. 46- 48.
Charles E. (1998) Staff Development in Organization, Canada:
Adison Wesley Pub. Co. pp. 16-20.
Chuder H. J. and Sturman A. W (1972) Personnel Administration
Management South West Publishing Company: pp 102 – 105.
Chikwe O. (1986) Organizing and Administration. An Employee
Training Programme Washington D.C. Adoi Publishing Company Washington 24-30
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