LIST OF TABLES

Table 4.2.1: Frequency distribution by sex
Table 4.2.2: Educational qualification
Table 4.2.3: Salary grade level
Table 4.2.4: Likeness to stay
Table 4.2.5: Staff training leads to improved productivity
Table 4.2.6: Training of employees reduces always cost attributed
Table 4.2.7: The effect of training and development in an organisation
Table 4.2.8: Showing changes in productivity after training
Table 4.2.9: Promotion issues more stressful than others like training need
Table 4.2.10: Factors that hinder First Bank Nig. Plc. From being actively involved in training exercise
Table 4.2.11: Do training and development have significant impact on industrial accident?
Table 4.2.12: Do training and development lead to job satisfaction?
Table 4.2.13: Does finance pose a challenge to organisational training and development?

ABSTRACT

This project tilted “the effect of employee training and management development” has the following objectives. To determine whether training and development programme leads to higher productivity. To know the parties that benefit from training exercise. To establish how training exercise can be made effectively. The methodology used in collecting data relating to this study was random sampling and simple percentages; source of data collection include the following: primary source and secondary source of data collection. Primary includes personal interviews, questionnaire etc. while secondary source of data collection includes journals, textbooks, magazine, newspapers, hand-out etc. the instrument used in testing the validity of this data are simple percentage and chi-square. The major findings of the study reveals that employee training is a positively related to effective performance of an employees in organisation. Since there are a lot to be done, the following recommendations are made. It was recommend that; Management in every organisation should select and evaluate these staff who are due for training for the propose of competency, they should also attend management courses, such as on the job assessment and any other training assessment that is desirable in order to alert in alternative trainees. It was also recommended that business should thoroughly make use of standards set by every organisation, the object of which must be to meet the training standard as efficiently as possible. This can best be done in training the individual workers by means of a systematic training programme, based on the job requirement.

TABLE OF CONTENTS
Title Page i
Approval Page ii
Dedication iii
List of Tables vi
Abstract vii
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background to the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 4
1.4 Research Hypotheses 4
1.5 Significance of the Study 6
1.6 Scope And Limitations of the Study 6
1.7 Operational Definition of Terms 7
1.8 Organisation of Work 8
CHAPTER TWO 10
REVIEW OF RELATED LITERATURE 10
2.1 Introduction 10
2.2 An Overview of First Bank Nigeria Plc, Anyigba 10
2.3 The Concept of Training and Development 12
2.4 Importance of Training and Development 16
2.5 Assessing Training Needs 18
2.6 Selective Methods And Techniques of Training and Development 20
2.7 Evaluation OF Training 23
2.8 Effect of Training and Development on Organisational Performance 25
2.9 References 27
CHAPTER THREE 28
RESEARCH METHOD 28
3.1 Introduction 28
3.2 Research Design 28
3.3 Area of the Study 29
3.4 Sources and Method of Data Collection 30
3.5 Population of the Study 31
3.6 Sample And Sampling Techniques 31
3.7 Methods of Data Presentation And Analysis 32
CHAPTER FOUR 33
PRESENTATION AND INTERPRETATION OF RESULTS 33
4.1 Introduction 33
4.2 Data Presentation And Analysis 33
4.3 Test Of Hypotheses 43
CHAPTER FIVE 50
SUMMARY, CONCLUSION AND RECOMMENDATIONS 50
5.1 Summary of Findings 50
5.2 Summary of the Study 50
5.3 Conclusion 53
5.4 Suggestions For Further Research 54
5.5 Recommendations 55
Bibliography 56
Appendix 57

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

The importance of management training and development in the realization of organizational goals spend huge amount of money frequently in order to recruit employees regardless of their previous training, education and experience, needs to be introduces to their new employers work environment and to be shown how to perform specific tasks.
Moreover, specific occasions for training and development arise when employees are transferred to promoted or when the job changes and new skills must be learned, perhaps, because of changes brought about by technology and automation.
Furthermore, considerable body of researchers show that productivity of work group is affected by training and development. Experienced executives or management exports look at the future and prepare for it. One important way to do this is to develop and train the workforce so that they are able to cope with new demands, new problems and new changes. Rapid development in technology call for continual training of experienced workers to be able to perform new and changing jobs for these reasons, almost all organizations today offer some kind of formal training with sole aim of developing employees performance towards achieving organizations goals and proper utilization of scarce resources.

The society belief in occupational training is demonstrated in many ways. The federal, state, and local governments for many years have supported training and apprenticeship programmes like the establishment of industrial training fund (I.T.F), National Directorate of Employment (N.D.E) Universities and schools of higher learning. An increased or desirable level of productivity and better performance of workers no doubt depends on proper training and development. The Administrative staff college of Nigeria (A.S.C.O.N) is one the training and apprenticeship programmes established by the federal, state and local governments.
A poor performance in the productivity of workers can also be said to arise from inexperienced and lack of required knowledge for the job at state. Thus, this explains the importance of management training and development.

1.2 Statement of the Problem

Workers in any organization constitute the most important asset in achieving organizational goals. Many organization have been affected negatively because of inappropriate skills of workers in the places of work due to lack of experience in their new places of works. This problem often leads to shutdown of production as a result of inappropriate training and development programmes on workers in most organisations.
There is the observation of general apathy towards workers by most organisations, for which first bank plc. Anyigba is no exception. This attitude by most organisations towards their staff gives room for poor performance, because inexperienced and unskilled personnel do not have the potentials needed or required to work up to expectation.
Poor training programmes is the bane of workers in first bank Nigeria, Anyigba. This is one potential source of frustration, which causes pent-up rage among the rank and file. Frustration can manifest itself in aggression against supervisor officers and the general public. It is regrettable to know that First Bank Nigeria Plc.Anyigba lack source of electrical supply, bus and periodic workshops, symposium are not provided. These serves as platform for better organisational performance with increased productivity from its workers.