This research work is aimed at finding the effect of training development in banking operations.
The purpose is to determine the relationships between the level of productivity and human resources, training and development; discover the causes of high labour turnover in banks, especially commerce banks.
Also to determine the whether the availability of training and development opportunities motivate staff of banks, to enable them stick firmly to the service of the banks.
In conducting the research, the researcher used oral interview, questionnaires and personal observations to collect the necessary data required.
A sample size of 53 (Fifty-three) of First Bank Plc, were studied. The data collected were statistically analyzed by the use of percentage. On the application, it was discovered that training and development opportunities motivate workers and improves the level of job performance of he staff of the banks. Despite the fact that substantial number of banks’ employees have been trained, their performance as still not encouraging
Based on the above findings, the following recommendations were made: Banks should ensure that their training programmes are will structured and planned; equal opportunity for training and development should be given to evenly member of staff at all levels. Training programme should be supported with adequate job rotation and assignment. Training should be structured to cover many of the practical aspects of banking services. Trainers also should be equipped with materials and should ensure regular training for trainers to enable them update their knowledge.
The researcher also recommends that banks should keep this work, and refer to it whenever a training and development programmes is being designed. The idea of dumping research works in the archive without and meaningful use of them is ill concerned.
ii Title page
iii Approval page
iv Dedication
v Acknowledgement
vi Table of content
ix Abstract
CHAPTER ONE
Introduction 1
1.1 Background of the study 6
1.2 Statement of the problem 8
1.3 Purpose/ objective of the study 8
1.4 Research Questions 9
1.5 Research Hypothesis 10
1.6 Significance of the study 10
1.7 Scope, Limitations and Delimitations 11
1.8 Definitions of terms 13
References 14
CHAPTER TWO
Review of Related Literature 15
2.1 Introduction 15
2.2 What Is Training 18
2.3 Importance of training and development programme 19
2.4 Principles of Learning 21
2.5 Understanding Training and Development Needs 23
2.6 On- The – Job Training 28
2.7 Evaluation of Training And Development 31
Reference 33
CHAPTER THREE
Research design and Methodology 34
3.1 Research Design 34
3.2 Area of study 34
3.3 Population 35
3.4 Sample and sample Techniques 35
3.5 Instruments of data collection 37
3.6 Methods of date presentation 37
3.7 Methods of data analysis 38
References 39
CHAPTER FOUR
Data presentation and analysis 40
References 49
CHAPTER FIVE
Finding, Recommendation and Conclusion 50
5.1 Recommendations 51
5.2 Conclusion 55
References 58
Bibliography 59
Appendix 61
Training and Development Of Human Resources, A Critical Factor In Banking Operations. (n.d.). UniTopics. https://www.unitopics.com/project/material/training-and-development-of-human-resources-a-critical-factor-in-banking-operations/
“Training and Development Of Human Resources, A Critical Factor In Banking Operations.” UniTopics, https://www.unitopics.com/project/material/training-and-development-of-human-resources-a-critical-factor-in-banking-operations/. Accessed 25 November 2024.
“Training and Development Of Human Resources, A Critical Factor In Banking Operations.” UniTopics, Accessed November 25, 2024. https://www.unitopics.com/project/material/training-and-development-of-human-resources-a-critical-factor-in-banking-operations/
Here’s a typical structure for Training and Development Of Human Resources, A Critical Factor In Banking Operations research projects:
- The title page of Training and Development Of Human Resources, A Critical Factor In Banking Operations should include the project title, your name, institution, and date.
- The abstract of Training and Development Of Human Resources, A Critical Factor In Banking Operations should be a summary of around 150-250 words and should highlight the main objectives, methods, results, and conclusions.
- The introduction of Training and Development Of Human Resources, A Critical Factor In Banking Operations should provide the background information, outline the research problem, and state the objectives and significance of the study.
- Review existing research related to Training and Development Of Human Resources, A Critical Factor In Banking Operations, identifying gaps the study aims to fill.
- The methodology section of Training and Development Of Human Resources, A Critical Factor In Banking Operations should describe the research design, data collection methods, and analytical techniques used.
- Present the findings of the Training and Development Of Human Resources, A Critical Factor In Banking Operations research study using tables, charts, and graphs to illustrate key points.
- Interpret Training and Development Of Human Resources, A Critical Factor In Banking Operations results, discussing their implications, limitations, and potential areas for future research.
- Summarize the main findings of the Training and Development Of Human Resources, A Critical Factor In Banking Operations study and restate its significance.
- List all the sources you cited in Training and Development Of Human Resources, A Critical Factor In Banking Operations project, following a specific citation style (e.g., APA, MLA, Chicago).