Project Materials






1.1 Background of the Study

The significance of management training and development in achieving organizational objectives Every new employee, regardless of prior training, education, or experience, must be introduced to their new employer's work environment and shown how to execute specific jobs. This is true regardless of the amount of money spent to recruit them.

In addition, special opportunities for training and development exist when individuals are transferred or promoted, or when their jobs change and new skills must be acquired, maybe as a result of technological advancements and automation.

In addition, a large body of research indicates that training and development influence the productivity of a work group. Executives and management exports with experience consider the future and plan for it. Developing and training the workforce so that they are able to adapt to new demands, new difficulties, and new changes is a crucial step in this direction. Rapid technological advancement necessitates the continual training of experienced workers in order for them to be able to perform new and changing jobs. As a result, almost all organizations offer some form of formal training with the sole purpose of enhancing employee performance towards achieving the organization's goals and maximizing the use of scarce resources.

In numerous ways, society's belief in occupational training is demonstrated. The federal, state, and local governments have sponsored training and apprenticeship programmes for many years, including the establishment of the industrial training fund (ITF), the National Directorate of Employment (NDE), and universities and colleges of higher education. A higher or desired level of worker productivity and improved performance are undoubtedly dependent on proper training and development. The Administrative staff college of Nigeria (A.S.C.O.N) is one of the federal, state, and municipal governments' training and apprenticeship programs.

It is also possible that inexperience and a lack of requisite knowledge for the job at hand contribute to a low level of productivity among workers. Consequently, this demonstrates the significance of management training and growth.

1.2 Description of the Problem

Any organization's most valuable asset in attaining its objectives is its workforce. Numerous organizations have been badly impacted by the unsuitable skills of individuals at their workplaces due to a lack of expertise in their new positions. As a result of most organizations' ineffective training and development programs for their employees, this issue frequently results in the suspension of production.

Most organizations, including first bank plc, have been observed to be indifferent towards their employees. Anyigba is not an outlier. Because inexperienced and unskilled workers lack the potentials or skills needed to perform up to expectations, this attitude of the majority of organizations towards their employees allows for poor performance.

Poor training programs are the bane of first bank Nigeria employees, according to Anyigba. This is a possible source of anger among the rank-and-file. Aggression toward supervision officers and the general public might be a manifestation of frustration. It is disappointing that First Bank Nigeria Plc. Anyigba lacks an electrical supply source, a bus, and periodic conferences and symposiums. These serve as a foundation for improved organizational performance and worker productivity.

1.3 Aims of the Research

The study's overarching purpose is to evaluate the impact of staff training and development on organizational performance. However, the precise objectives listed below are pursued.

i. To determine the impact of management training and development on the failure or success of an organization.

ii. To investigate the connection between employee training and development and organizational output.

iii. Determine how it has boosted and improved productivity in terms of a dramatic decrease in industrial accidents, disasters, and employee satisfaction.

iv. Identifying financial variables that impede training and development at First Bank Nigeria Plc., Anyigba.

1.4 Theoretical Hypotheses

Hypotheses are crucial to the research process because they dictate the types of evidence that must be collected to answer the research questions.

The following hypotheses are tested:

The Initial Hypothesis

Formal staff development and training does not increase productivity.

Hi: Formal employee training and development increases efficiency.

Two Hypotheses

Hi: Training and development have a negligible effect on workplace accidents.

Training and development have a substantial effect on workplace accidents.

Three Speculations

Hi: Training and development have no meaningful association with employee job satisfaction.

Training and development have a significant correlation with employee job satisfaction.

Four Theories

Hi: There is no correlation between a successful training and development program and a fiance.

Significant connection exists between a fiance and a successful training and development program.

1.5 Importance of the Research

This type of research will reveal the obstacles to effective training and development. It is also anticipated that the analysis will shed light on prior administrative issues and their potential for resolution. The study also investigates the roles played by the organization's management staff. The study's conclusions will serve as a foundation for the organization's managerial planning and growth initiatives.

1.6 Study's Scope and Limitations

This study focuses on the impact of employee training and development on the performance of the First Bank Nigeria Anyigba personnel. The categories included by the study inside the organization are the following: top management, middle management, and operatives.

The top management consists of directors and controllers, while the middle management is comprised of senior managers and junior managers who are typically supervisors. The operators include machine operators, manufacturing employees, fire safety personnel, clerks, messengers, and cleaners, among others.

Numerous challenges were faced throughout the drafting of this , each of which worked as a barrier or hindrance to the arrival of the desired outcome, which includes the following:

This investigation was hindered by the delay of vial information, the failure to return questionnaires, and the time lost as a result of the uncooperative attitude of some personnel, particularly the junior and operative workforce, who were afraid of being intimidated if they gave their opinion.

1.7 Definition of Operational Terms

Apprenticeship Training: A prescribed period of learning a craft or trade under the supervision of skilled employees.

Automation is the utilization of self-regulating machines in the performance of activities.

In the workplace A type of instruction in which the student is placed in the actual workplace under careful supervision.

Employees: Training and Development entails the development of a specific talent for a specific task and the capacity to perform future managerial tasks of increasing difficulty and scope, which are planned by management.

Management is the guiding of human behavior toward specific goals and objectives.

The response of all groups of employees to their working conditions and their relationships with one another inside an organization.

Primary Data: Information collected directly from the source by the user.

Development is an increased and more complicated level of differentiation and personality organization.

1.8 Work Organization

This is organized into five chapters.

The first chapter addresses the introductory component of the work, including the historical context of the study and the research problem, the study's aims, objectives, scope, and constraints, as well as the relevance of the study and research hypotheses.

The second chapter of the paper is the literature review. This chapter discusses the ideas and opinions of numerous management and human resources authors and authority.

Research methodology is what is discussed in chapter three. This section discusses the study's design, scope, and data gathering tools. This chapter also discusses data collection methods and sources. The presented and analyzed data are described in chapter four. Additionally, the theories established in chapter one are evaluated in this chapter.

The culminating chapter of this investigation is the final one. It provides a summary of the findings, along with our conclusion and recommendations.




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