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THE ROLE OF TRAINING IN STAFF DEVELOPMENT
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Training refers to the teaching or learning activity carried on for the primary purpose of helping members of an organization acquired and apply the knowledge, ability, skill and attitude needed by the organization.
Training and Development of an employee cannot be overlooked especially in the bank sector as it forms the umbilical cord of proficiency and greater efficiency which remain the trademark of any organization. Broadly speaking, training is the act of increasing knowledge and skill of an employee in doing a particular job.
According to M.C. Far Land (2006) training is the term used to describe the process through which organization build the skill and abilities of non-managerial employee. Development on the other hand includes the process by which manager and executives acquire not only the skill but competence in their present job but also capacity for future managerial task increasing scope.
Development is not as specific that, it is more general in application. In this context, it is used in the relation to the process of helping management improve the managerial administrative skills and decision making process, qualities, competencies and achieving motivational and consequently productivity of employer, by wing training to motivate employees, it will definitely result in increase in productivity. Training tends to be connected with non managerial employee while development refers to managerial staff.
1.2 Statement of the Problem
Competition has affected employees effective and efficient performance hence they are not having required needed skills, knowledge, attitude and the technical know-how to enhance their professional performance at their job level.
The level of performance of most staff has been very low and discouraging thereby having negative effect on the overall performance of corporate objective of the bank. These are the problems that prompted this research work:
- Low level of performance in service delivery
- Competition in the banking sector
1.3 Objective of the Study
The main objective of this research is to examine how staff training and development serves as a tool for employee performance to achieve organizational goals and objective efficiently.
The importance and necessity of staff training and development will be ascertained and employee view of training will be determined.
1.4 Statement of Hypothesis
H0: Staff Training and Development does not lead to an increase in organizational output in Union Bank.
H1: Staff Training and Development leads to increase in organizational output in Union Bank.
1.5 Significance of the Study
A study of this nature is important and significant, because the result will encourage management or more organization to inculcate compact training and development of their staff. The result of this story will be benefit to Union Bank Plc.
1.6 Scope of the Study
The study is concerned with staff training and development as a tool for employee performance in an organization.
It focused on the banking industry with particular reference to Union bank of Nigeria Plc, Kachia Road, Kaduna South Branch.
1.7 Limitation of the Study
The researcher in the course of this work encountered certain constraints which are:
- Time constraint as the research work is combine with other academic activities.
- Second is the dearth of information such as low respond from respondent due to one reason or the other (e.g.) getting the historical background was a problem.
- Lastly in financial constraint occasioned by the need for continuous sorting for information material.
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