Survey Of The Effects Of Training And Development On The Productivity Of Secretarial Staff At Union Bank Of Nigeria Plc

Survey Of The Effects Of Training And Development On The Productivity Of Secretarial Staff At Union Bank Of Nigeria Plc

Abstract

One of the main ways associations invest in the work force for lesser returns moment and indeed future is through the training and development of their hand. Training like stropping of an being skill inorder to reflect the trends in technology and other social artistic terrain of any association. Productivity is the thing of moment’s competitive business world and training can be a springing board to enhance productivity. The major objects of training and development is to increase the effectiveness of the hand with the performing increase in commercial productivity.

This accounts for why a large quantum of fund and time is expended by association at one period or the other in the enhancement of the skill of these workers at colorful situations. Secretarial staff training and development is veritably necessary for it helps to boast their morale and enhance their productivity. As everyone knows that force is the topmost means of any association and the association can enhance the value of these means by investing time and plutocrat in their enhancement.

In view of the about the experimenter recommends their union bank of Nigeria Plc Enugu North should take the training of their secretarial staff seriously by making sure that uniformity of standard is maintained in all arms of the institution there should be respectable and acceptable operation criteria for assessing the secretarial staff performance.

Table Of Content

Cover runner

Title runner

instrument

fidelity

Acknowledgement

Table Of Contents

List Of Table

Abstract

Chapter One

preface

Background To The Study

Statement Of The Problem

Purpose Of The Study

compass Of The Study

exploration Question

Significance Of The Study

Chapter Two

Literature Review

Meaning Of Training & Development

Important Of Training & Development

Principles Of Learning

Types Of Training

Training Evaluation

Problem Arising Despite

Training And Development

Summary Of Reviewed Literature

Chapter Three

Methodology

Research Design

Area Of Study

Population Of The Study

Sample And Sampling Procedure

Instrument For Data Collection

confirmation Of The Research Instrument

trustability Of The Instrument

system Of Administering Of exploration Instrument

system Of Data Analysis

Chapter Four

Data donation And Results

Summary Of Findings

Chapter Five

Discussion Recrimination Recommendation And Conclusion

Discussion Of Results

Recrimination Of Results

Recommendations

Conclusion

Reference

Chapter One

Preface

Background Of The Study

Technology in our terrain coupled with competition within a particular assiduity or in the society quantum to the training and development. This is as a result of the need to match changes in structure polices, technology process and procedures with the need performance station and behaviours to enhance productivity of a given bank. The need for training came an essential component in the match to civilization. Training is the process of exposing an individual in a methodical way to a series of events gests and accoutrements that in themselves comprise openings to learn. According to Appleby( 1981) training improves current performance and provides a suitable trained staff to meet present and unborn requirements.

Training is embarked upon because it contributes in no small measure to enterprise effectiveness. A largely professed force is apre-requite for overall profitable and public development.

Training and development enhance energy and capability to manage with challenges of our fleetly changing technological terrain association that give n attention to training is always encouraging fustiness of workers validity and strictness in the association and total failure in feting the changing nature of the terrain in which the association operates. For case computer training is mandatory for secretarial staff currently. Training is largely organized in Nigeria because it increase out put of hand. This was done by deliberate exemplifications by signs and words. Through these bias the development process called training was acquired and when the communication was entered by another successfully we say that learning took place and knowledge or skill was transferred. The ninth century steered in an observance of social council and with it sizeable changes in conception of the secretarial staff association arose.

Through these changes, still, we constantly development workers as we see moment, quality training of workers and this has crowned in the stage support of the trade unions for any legislation that provides wide range of vocational education. One of the objects of every association should be to give openings for its hand to optimize their performances in pursuit of organizational pretensions. With this end in view it may be profitable also to help hand feel that association cares for also as people there’s more like hood of their responding willingly to satisfy the requirements of the concern.

When we consider training thus we’re seeking by any educational or experimental means to develop a persons geste pattern in order to achieve a standard position of performance. There’s an essentialpre-requisite for acceptable performance in one’s occupation what ever the job may be.

And this will enhance lesser productivity in association the significance of secretarial staff to any association whether public or private has been linked organizational objects similar as profit maximization, share of request and social liabilities can not be fulfilled without complete secretarial staff. The consummation of the value of “ secretarial staff ” to any association has led to a offer by experts that people should be classified as “ means ” and to b so recorded in account records. Investment in secretarial staff capital is good and necessary expenditure if any association is to discharge its legal statutory and social liabilities to its possessors public and society at large.

The irrefutable reason why training and development of secretarial staff should be revolving undertaking is because of changes posed by ultramodern technology. Changes take place every nanosecond, hour, day etc and the world is faced with an period of technological advancement that can make formerly needed chops obsolete. Training thus isn’t repudiate to new hand or old hand but to both and indeed to elderly operation labor force. Training brightens hand athlete towards their work. This in turn improves job performance at all situations which facilitates the consummation of both individual and organizational ideal since 1960 Nigeria government has realized the need to train and develop her hand because it was discovered that utmost top government positions were held by expatiates. As a result of this government had to set up a force board in 1962 following the report of Abbey commission. Tertiary institutions grew up form one in 1959 to thirty- one in 1989. terrain in tertiary institutions grew from 2,993 in 1962 to 55249 in 1980.

numerous polytechnics were established by both the civil and state government in the 1970’s and 1980’s further of secondary and primary academy were established and terrain into them came veritably advanced several training institutions similar as artificial training finances center for operation development and executive staff council were established to accelerate secretarial staff development.

lately the civil education systems were redesigned to give precedence to specialized education through the preface of 6-3-3-4 programme.

In 1892, bank business started in Nigeria by African banking pot. The bank was taken over by west Africa now first bank in 1894. Barclay bank now union bank was established in 1917. The two aboriginal banks dominated the banking scene until 1933 when public bank of Nigeria was established. numerous indigenous banks were established between 1929 and 1952 but utmost of them failed presumably due to poor operation and lack of training piecemeal form how capitalization and stiff competition from foreign possessed banks.

The ages of 1959- 1986 witnessed the period of regulation. The central bank of Nigeria was established in 1959 with power to promote and integrate the Nigeria fiscal systems. The first bank of Nigeria encouraged the development of plutocrat and capital requests.

It also encouraged hand development in the banking assiduity. Other useful development within the period that affected employment development in the bank are as follows.

a. The companies decree( 1968) which made it calling for all companies in Nigeria including banks to register locally and be subordinated to Nigeria laws

Indigenization decree( 1972) which introduced the system of deliberate operation.

Acquisition of controlling share in the three big aboriginal banks. The period of 1986 to date is called the alternate banking thunderclaps period because of the velocity with which banks were established due to the deregulation of the frugality. The government and private sectors now calculate on the banks for allocation of hand.

The rapid-fire growth within the assiduity and fiscal system of as a total has over stretched the operation skeleton of the banks it has erected rapid-fire up liftmen and creation for numerous staff of the bank similar situation surely called rapid-fire training and retaining to a high position of capability within the assiduity.

Before the establishment of central bank in 1959 training of Nigeria banks wasn’t taken seriously by utmost banks especially the foreign possessed banks there was a gentlemen’s agreement within the foreign possessed banks in competition for business and staff.

Except in big metropolises one couldn’t see services of two foreign banks in the same city and mobility of staff among them wasn’t allowed. still the indigenous banks had to catch some Nigerians from these banks to survive since they demanded some educated hands it’s in records that foreign banks in the early part of this century employed Nigerians substantially as retainers and clerks their operation and intermediate staff were deportees until the seventies one desisted seeing numerous white faces as accountants directors and office superintendent in banks.

There were no conscious sweats to prepare Nigerians for operation position infact the quality of people employed were either drop- out from academy or academy instrument holders with lower grades to that they could stay long in the job Union Bank Plc was the first banking institution that opened a training center locally in 1956. first bank didn’t have a original training center until 1975. the Savannah bank formerly bank of America didn’t have a training center until 1996 though its office was opened for a business in 1960.

NAL Merchant bank only established a training center in 1988 after 28 time in business still some banks are known to have set up training center within a short time after establishment.

Statement Of The Problem

moment several banks established training centers at colorful locales each over the country to train their hand despite all the sweats towards hand development by banks one still observes long queens whenever he comes to deposit or with draw plutocrat or for any other services rendered by banks. Secondly the rate of labour development in banks especially marketable banks is still veritably high compare to what it used to be.

There’s no mistrustfulness that this high rate of mobility contributes to the poor services rendered by banks. This in the opinion of the experimenter is veritably essential because a well planned training and development programme return to the association in terms of increased productivity reduction of cost and enhance effectiveness in order to achieve the organizational pretensions.

Purpose Of The Study

The purpose of this study is to ascertain the following

1. To identify training and development openings available to secretarial staff of union bank of NigeriaPlc.

2. To identify the problem associated and their training and development strategies

3. To identify the goods of training and development on the productivity of secretarial staff in union bank of NigeriaPlc.

Compass Of The Study

The compass of the study is veritably wide if it ha be carried out in all union banks Plc in Nigeria thus it’s limited to the three branches of union bank Plc Enugu which include Okpara Avenue union bank Ogui road union bank and Ogbete main request union bank Plc Enugu. It determines how training and development goods productivity and effectiveness on the job and the overall performance of hand ahead and after each training programme as the world moves down from Analog to digitize system of information dispersion

Exploration Questions

The exploration question includes

1. What training and development are available to secretarial staff of union bank of Nigeria?.

2. What are the problem associated with these training and development strategies

3. What are the goods of these training and development strategies on the productivity of the secretarial staff?

Significance Of The Study

This piece of work hen completed will be immense value to the following BANK IN NIGERIA

This exploration work will help the operation of the bank in Nigeria to ameliorate the quality of their workers with particular references to union bank Pplc Okpara Avenue Ogui Road and Ogbete main request union banks Plc Enugu banking staff

When banks realize the need for capacity erecting their hand will no doubt have a great occasion of being trained this enhance in development and shaping their future registers.

Training prepares registers to step into this new world of information communication technology with increase responsibility.