IMPACT OF MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY. CASE STUDY OF ACCESS BANK OF NIGERIA

IMPACT OF MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY. CASE STUDY OF ACCESS BANK OF NIGERIA

 

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Although, there is general agreement among psychologists that man experiences a variety of needs, there is considerable disagreement as to what these needs are and their relative importance (Van Rooyen, J. 2006).
One of the basic problems in any organization is how to motivate people to work. Motivating people to work entails, meeting their needs. This is because people working in the organization to meet workers needs aect
the satisfaction, which the workers derive from their job.The satisfaction that the workers derive from their job can aect their motivation to work. People are motivated by various factors at different times,
according to Wilkinson et al (2007) the ACCESS factor is the combination of the individual perceptions of the expectations other people have of them, and their own expectations of themselves. This happens because people come into work situations with various expectations. When they arrive at the work
place, they meet other people who also have expectations of them; positive individual and group expectations serve as positive motivational factors for the worker. This is why a balance must be struck as much as possible between organizational objectives and individual aspirations (Sulcas, P. 2007). The essence of this is to ensure a situation where the individual is motivated while the organization is achieving established objectives.The second factor deals with the issue of self-images and concepts as well as life experiences and personality.
These factors have to be positively motivated in the worker to yield proactive behaviour. This can be achieved through a carefully planned reward system, which is a type of reinforcement directed at modifying people behaviour. Those who occupy management positions in organizations encourage behaviour basically through the means of positive reinforcement. Positive reinforcement boosts favourable consequences that go a long way to encourage the repetition of particular behaviour (Adonisi, M. 2005). It is therefore important for the management to ensure that they motivate their employees to achieve the set goals and objectives of the organization. The management of an organization can motivate its employees if it’s able to study the characteristics of the employee and know what actually motivate them to productivity.
It is in view of this that this study wants to look at motivation of employees as tool for improving organizational productivity, by using the ACCESS Bank of Nigeria as a case study.

 

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IMPACT OF MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY. CASE STUDY OF ACCESS BANK OF NIGERIA

IMPACT OF TRAINING AND DEVELOPMENT AND DEVELOPMENT ON EMPLOYEE RETENTION IN AN ORGANIZATION (A CASE STUDY OF FIRST BANK PLC)

IMPACT OF TRAINING AND DEVELOPMENT AND DEVELOPMENT ON EMPLOYEE RETENTION IN AN ORGANIZATION (A CASE STUDY OF FIRST BANK PLC)

 

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Over the years, competition among various organizations has made management of corporations to strategically align their human resource to achieve organizational goals. The importance of Training and development and Development is obvious given the growing complexity of the work environment, the
rapid change in organization and advancement in technology, among other things. Training and development and development helps to ensure that organizational members possess the knowledge and skill they need to perform their jobs effectively; take on new responsibilities, and adapt to changing
conditions. Despite the recognition of the importance of training and development by management experts and government as expressed in white papers on various reforms in Nigeria, the experience of manpower training and development and development in the Nigerian public service has been more of ruse and
waste. Until recently there has been a general resistance to investment in training and development in the public service because of the belief that “employee hired under a merit system must be presumed to be qualified, that there were already trained for their job, and that if this was not so, it was at fault” (Dessler,
2005).
In global context, employee retention is considered immensely important. Most of the companies arejudged on the basis of their turnover rate. The rate turnover aects the performance of an organization. Low turnover ensures that organization is retaining their competent employees by providing them superior environment which increases the performance of individual employee.Globally there are few companies like; SASGeneral Mills has a turnover rate of 2%, SC Johnson &Sons, Intel, meridian health and national instrument has the turnover rate of 3%. It means that these multinational companies are retaining their employees while ensuring their high performance.
Training and development is one of the most important factors in retaining employees in these organizations. By knowing the factors of retention or the eect of training and development on retention this study can help those organizations to retain their employees which has high turnover rate.
In today’s competitive environment companies are struggling hard to design a most appropriate strategy that could enhance the retention rate and pulls the turnover rate downward. Organizations have realized that competitive advantage could be attained by employees’ skills. There is a great importance of an
appropriate retention strategy;many retention strategies are designed that are related to provision of training and development to employees, and compensation etc. Fheili (2007)believes that organizations are not interested in providing training and developments that are generalized in nature.
They are focusing on specialized training and developments which is relevant to a specific task and make the employees unfit for competitors use. They are limiting employees’ ability to switch to another job in an industry. Organizations are finding ways to make the employees specialized rather than a generalized
one, while rest of the organizations consider training and development as an investment on employees and expect a return in the form of commitment and retention (Danlami Sani Abdul kadir et al 2012).

 

 

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IMPACT OF TRAINING AND DEVELOPMENT AND DEVELOPMENT ON EMPLOYEE RETENTION IN AN ORGANIZATION (A CASE STUDY OF FIRST BANK PLC)

EFFECT OF MERGER AND ACQUISITION ON EMPLOYEE MORALE (A CASE STUDY OF FIRST CITY MONUMENT BANK (FCMB), CALABAR)

EFFECT OF MERGER AND ACQUISITION ON EMPLOYEE MORALE (A CASE STUDY OF FIRST CITY MONUMENT BANK (FCMB), CALABAR)

 

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
The Nigerian banking industry has witnessed tremendous changes and expansion since the mid 1980s. Unfortunately the growth and expansion in the sector are not the manifestation of a sound or vibrant banking system known anywhere in the world. Most banks in Nigeria are characterized by inadequate capital base, poor services, huge rate of bankruptcy, and lack of management expertise, bad debt syndrome and greater exposure to fraud. The central Bank of Nigeria on July 6th 2004, announced the recapitalization of banking sector from N2 billion to N25 billion with eect from 1st January 2006. This was with a view to make the sector internationally competitive, sound and improves its ability to provide credit to all the productive sectors of the economy. In order to meet this obligation, banks embarked on strategies of merger and acquisition, floating of new shares and so on. At the end of the exercise, 25 new banks emerged (Olaitan 2006).Managing and maintaining employee morale is one of the most important functions of eective
HR. The cliché that a happy worker is a productive worker is a cliché for a reason. While it may be more accurate to say that an unhappy worker is an unproductive worker, every HR professional knows the value in good staff morale.
As a result of the bank recapitalization process that commenced from 2005, commercial banks over a hundred had to close shops or merge with another bank to still be in business. The effects of mergers and acquisitions in the banking industry of Nigeria on employee morale can be significant if the reorganization of the business is not handled effectively. During any merger or acquisition eort, there are at least two groups of employees involved, oen coming from organizations with distinctly different cultures and styles. Learning a new culture can be challenging, but is especially so when employees are faced with uncertainty about what the future may hold and whose job is on the chopping block. Bank recapitalization which was effective
from 2006 is aimed at making Nigerian banks stronger and better in-order to finance all sectors of the economy including the major drivers of the economy-Small and Medium Scale Enterprises. This effort
to stabilize the banking industry of Nigeria and make it financially strong and healthy will definitely affect
employee morale and productivity-either positively or negatively

 

 

 

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EFFECT OF MERGER AND ACQUISITION ON EMPLOYEE MORALE (A CASE STUDY OF FIRST CITY MONUMENT BANK (FCMB), CALABAR)

 

EFFECT OF INFORMATION TECHNOLOGY ON THE PERFORMANCE OF THE OFFICE MANAGER

EFFECT OF INFORMATION TECHNOLOGY ON THE PERFORMANCE OF THE OFFICE MANAGER

 

CHAPTER ONE
INTRODUCTION
1.1. BACKGROUND OF THE STUDY
Today’s  business, professional or Government is in a state of change. This change is reflected in the oice
structure and positions from entry level to Executive Manager Level. Hence attention is now given to what the does and the way in which activities can be accomplished in an efficient and an effective way an manager is responsible for the smooth operation of the day-to-day business of the company, a good manager
makes it possible for other people to function efficiently managers work closely with the company partners, owner, or president to meet their company’s staing, equipment, and organizational needs. Duties may include pricing products from vendors, interviewing job applicants, managing payroll, and reimbursing members of the firm for out-of-pocket business expenses, and so the need for information technology had to come into play as information technology has replaced the traditional equipment used by an oice
manager to perform his tasks. Montgomerie (2004), defines information technology as the handling of vocal, pictorial, textual and numerical Information by means of micro-electronic based equipment in computing and telecommunication. This clearly brings about the advantages of information delivery through technological means, since almost all aspects of  work can adequately be taken care of.
Aronu (2000) defines Information Technology as the combination of two technologies, computing and the main purpose of which is to transmit representation of information signals between remote locations.

1.2. STATEMENT OF THE PROBLEM
Managers in banking sectors in Nigeria are scared of losing their jobs due to the advent of information technology. Never the less, Information technology when properly implemented in an organization will bring about productivity and easy flow of information, effective production delivery services to customers.
Unfortunately, it appears that the introduction of information technology seems to pose some problem to o
managers.
Managers in banking sector in Nigeria, seems to be scared of losing their jobs because some of them are inexperienced in the use of modern gadgets such as facsimile Transfer (FAX), video conferencing. As a result of this it has created fear and instability in the managers as it seems as if most of them are looking for alternative jobs.
The introduction of technology in the banking sectors in Nigeria would bring about improved performance, but it appears to be at a very high cost-that is the cost of maintenance of equipment and services.

 

 

 

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EFFECT OF INFORMATION TECHNOLOGY ON THE PERFORMANCE OF THE OFFICE MANAGER

OUTSOURCING HUMAN RESOURCE FUNCTIONS AND PERFORMANCE IN STANBIC IBTC BANK PLC

OUTSOURCING HUMAN RESOURCE FUNCTIONS AND PERFORMANCE IN STANBIC IBTC BANK PLC

 

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Human resources outsourcing evolved from hiring payroll processing companies in the 1990s to delegating tasks previously performed by human resources assistants and specialists, such as recruiting, coordinating benefits and handling unemployment claims. Some small businesses outsource entire human resources departmental functions; however, many companies outsource singular processes.Small businesses to large corporations decide for one reason or another that outsourcing human resources functions is a way to improve efficiency and minimize staing costs. Large organizations that employ thousands
of people may find it’s simpler to outsource a process, such as payroll, rather than employ two to three payroll clerks and purchase sophisticated technology than engage the services of an organization that focuses entirely on processing payroll (Elmuti, 2003). Small companies might decide that outsourcing
human resources processes is more cost-effective and efficient than creating a human resources department while the business is focused on other projects associated with starting a new business (Elmuti, 2003).
Organizational performance is an important consideration when small business owners weigh the pros and cons of Human resource outsourcing. One school of thought is that organizations can focus its energy and expenditures on developing the product it sells. This enables organization to allocate its resources
to areas that include engineering and research and development, instead of recruiting sta,maintaining personnel files and other human resources tasks.
The other school of thought has more to do with human capital and talent believes that an organization may find herself without the talent she needs to build an efficient human resources department. In this case, Human resource outsourcing resolves the dilemma organizations face during the search for an
in-house human resources expert. In the first scenario, an organization directing its focus on product design and sales may determine the expense of Human resource outsourcing can be easily justified by more attention given to product sales. An organization that doesn’t have the requisite talent to lead a human
resources department can justify the expense of Human resource outsourcing by the confidence in the level of competency Human resource outsourcing companies oer.
A well-designed human resource outsourcing strategy can allow organizations to focus on their core competencies in order to increase eiciency without having to invest in people and technology (King, 2007; Lau & Zhang, 2006).Additionally, this production strategy permits organizations to become increasingly profitable, and better able to service both local and international customers (Maidment, 2003). An example of this is Nike Inc. which outsources nearly 100 per cent of its shoe production, locallymanufacturing only key components of the “Nike Air” product. As a consequence of this outsourcing, Nike Inc. can focus solely on its corecompetencies, such as production design, marketing, distribution and sales (Entrekin& Court, 2001).

 

 

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OUTSOURCING HUMAN RESOURCE FUNCTIONS AND PERFORMANCE IN STANBIC IBTC BANK PLC

 

EFFECTS OF EMPLOYEES’ COMMITMENT ON ORGANIZATIONAL PERFORMANCE

EFFECTS OF EMPLOYEES’ COMMITMENT ON ORGANIZATIONAL PERFORMANCE

 

CHAPTER ONE
1.1 INTRODUCTION
In an era of limited resources, governments at all levels are pressured to produce maximum output with the least input. A great deal of attention has been given to a variety of Performance improvement strategies, including public-private partnership, and Balanced Score Card (BSC), in the hope that such strategies are a starting point for Performance improvement. It should be noted, however, that no Performance improvement strategy alone is perfect. As such, various strategies should be used at the same time. Since Performance improvement is a function of too many factors, ranging from top management support to feedback on budget based decisions, it is essential to be aware that all factors are equally important (Holzer & Callhan, 1998; Lee, 2000a). Among others, the backdrop of Performance improvement is an employee’s desire to be maximally productive. As Guy (2002) points out, “it is the people who, in the long term, control the Performance of any organization” (p.307). Even if there might be a number of reinvention efforts and top management support, unless employees at all levels are willing to improve Performance, all eorts
toward Performance enhancement will come to nothing.
Modern day Organization is concerned with the analysis and diagnosis of the factor that determine organizational effectiveness, and the planning and delivery of programmes to increase that effectiveness.
Organizations want to obtain the commitment of their employees. Management would like its employees to identify  with the values, norms and art efacts of the organization, hence the need for organizational culture. Management needs to explain and imbibe its culture in its employees; this will enable the employee to get familiar with the organizational system. During this process of explanation, the employee learns about the organizational culture and decides whether he can cope with it or not. This means that each organization is a learning environment. It is the proper understanding of the organizational culture that the performance of theemployee in the organization. Performance is the extent to which an individual is carrying out assignment or task. It refers to the degree of accomplishment of the task that makes up an employee’s job (Cascio, 2006).
Commitment has a rational element: Most people consciously decide to make commitments, then they thoughtfully plan and carry out the actions required to fulfill them (Meyer, et al, 2004).Because commitments require an investment of time as well as mental and emotional energy, most people make them with the expectation of reciprocation. That is, people assume that in exchange for their commitment, they will get something of value in return—such as favors, action,gis, attention, goods, money and property. From this perspective, this paper sheds light on the importance of a multidimensional view of
employee commitment. This paper starts with an assumption that the previous concept of organizational commitment may not tell the whole story aboutindividual performance and Performance. Identifying multiple foci of employee commitment beyond the organization helps explain various motivational
bases among employees toward Performance improvement eorts.

 

 

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EFFECTS OF EMPLOYEES’ COMMITMENT ON ORGANIZATIONAL PERFORMANCE

THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE

THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE

 

ABSTRACT
This research is designed to cover Human Resources Planning in relation to Performance in Private Sector. As a Human Resource Manager, Human Resources Planning are relevant function of management in an organization for the purpose of actualizing set goals and objectives. Human Resources Planning is a process
of analyzing an organization Human Resources needs under changing condition and developing the activities necessary to satisfy this needs. Human Resources Planning to aid to find out actual problem affecting management of Nigerian Zonal System Social Business Management Limited using primary and secondary data as a source of information. Good human resources planning is responsible for higher productivity in the private section. There should be regular and adequate personnel planning in organization to cater for lapses or inadequacies were they exist.

CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The history of planning is old as man himself planning had started from the ancient era during the primitive period when there were no industries or firms. Planning is a basic function of management thus therefore means that planning pervades all the functional area of management which include personnel, production, research and development, marketing and finance.
Through planning organization goals and objective are determined; the resources available must be strategies to achieve the goals and objectives. Planning provide answers to what? How? When? And their relationship to organization activities. In personnel management function, human resources panel is a basic function. Human resources planning is sometime referred to as workforce planning, which is defined as the process of the right number of qualified people into the right job at the right time. To ensure adequate workforce in the organization, management must plan properly, proper planning in this respect involves accurate projection of the future, taking inventory of existing workforce, comparing the force with the existing one and take corrective measure.
Productivity means rate of output, degree of result and success which is directly related to profitability and turnover. This research study concentrates on the possible impact of human resources planning on workers productivity. The human resources means the human that are in the organization. Without them there cannot be production. So there is need for the organization to plan well for its human resource. Proper planning enhances the productivity of an organization. How? Planning helps to resolve problem of shortage of staff in organization It also helps in determining and planning whatever capital, material, equipment and personnel required in an organization in order to achieve organization objectives
Human resource planning defining the duties and responsibilities of the personnel employed and determining the manner in which their activities are to be interrelated
Human resource use planning to assess external forces to help the firm deal with environmental uncertainty by mobilizing scare or limited resources to neutralize potential threats.
Planning make control possible, which is, comparing actual outcome with performance standards and taking corrective action if variance exists
Human resource planning management development by helping managers to take proactive role in moving the organization toward a future desired state.
Lastly, human resource planning function include staing, that is acquiring qualified and appropriate number of workers for an organization, to determining and acquiring other resources and proper allocation of these resources. In addition, co-ordination of activities of all members and parts of an organization is
another major purpose of human resource planning in order to boost production.

 

 

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THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE

THE IMPACT OF COMPENSATION AND REWARD SYSTEM ON THE PERFORMANCE OF AN ORGANIZATION ( A CASE STUDY OF TOTAL NIGERIA PLC)

THE IMPACT OF COMPENSATION AND REWARD SYSTEM ON THE PERFORMANCE OF AN ORGANIZATION ( A CASE STUDY OF TOTAL NIGERIA PLC)

 

CHAPTER ONE
BACKGROUND OF THE STUDY
1.1 Introduction
Organizations are established with the aim of effectively utilizing various available human and non-human resource to achieve certain objective. Among these resources in human, which is commonly seen as the most valuable asset an organization could use to earn competitive advantage and achieve its
objective, hence the need for human resources management to ensure optimum productivity and organizational continuous existence. Human resource has been tagged the most valued asset of any organization. Its strategic approach emphasized a “tight fit” between individual needs, rights,
ambitions, and goals within the organization which make compensation system central in the aairs
of emerging students, scholars and HRM practitioners in the world over. The emergence of human resource management posed great threat to the conventional personnel management and industrial relation
because it evolved from the core approach or organization relationship. It is an asset that should be invested upon so as to provide long-term commitment and high performance in an organization. As organizations strive to achieve one or more objectives through exhaustive utilization of human capital, so also,
the employee aim toward achieving individual purpose (objective) while working for the organization.
Reward system is the instrument used to increase employees’ productivity. It seeks to attract and retain suitable employees, encourage good management – employee relationship and commitment and minimizes tension and conflict as it deals with all forms of final returns, tangible service and mechanism for
good relationship. Furthermore, the major case of industrial conflict is based on the fact that employees feel their benefit are denied or about to be denied thus the importance of compensation system is to provide a good platform for equity and farness. This provides a challenging environment and increase
productivity of employees. The compensation system ensures that both intrinsic and extrinsic needs of employee at all levels are adequately provided for compensation develops organizational integrity, policy, procedures and practices capable of improving organizational productivity. Reward and compensation is concerned with employees and organization performance development through which better result can be achieved by understanding and managing reward and compensation within an agreed framework, planned goals, standard and competency requirements.
Petroleum sector plays a great or leading role in building Nigeria economy since petrol (Crude oil) serves as the major source of income in Nigeria and is the strength of Nigeria economy. The role petroleum industry plays cannot be overemphasized, among which are structuring the capital market, refining of crude
oil for local consumption, provision of employment for both indigences and foreigners and the marketing of crude oil and petroleum product. However, the success of the industry rests so much on its human resources capability, which is the most valuable asset of any sources capability, which is the most valuable
asset of any organization. The challenging tasks of every manager at all level are how to build a befitting reward and compensation system to incorporate both organizational goals and individual needs, thus, have a motivated workforce and improve productivity. Therefore, this research work seeks to look into
reward and compensation system and its implication on worker’s efficiency in the petroleum industry (Total Plc as case study). The industry has proved to be one of the most valuable in Nigeria economy and the productivity of the industry cannot be refrained from its rewards and compensation structure, directly
or indirectly. However, the study examines the impact of reward and compensation, system on organizational productivity, the base of good reward and compensation structure, employees expectation at different levels and how the compensation structure is based on performance of individual(s) or job requirement of employees. The researcher therefore tends to draw attention of Board of Directors (BOD) and management of organization to the need for effective and efficient reward and compensation system capable of improving employees’ performance and enhance organizational productivity.

 

 

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THE IMPACT OF COMPENSATION AND REWARD SYSTEM ON THE PERFORMANCE OF AN ORGANIZATION ( A CASE STUDY OF TOTAL NIGERIA PLC)

THE IMPACT OF CAREER MANAGEMENT ON ORGANIZATIONAL PERFORMANCE

THE IMPACT OF CAREER MANAGEMENT ON ORGANIZATIONAL PERFORMANCE

 

ABSTRACT
The researcher focused on a structural study of career management as an integrated approach to achieving strategic organizational performance objectives of profit growth and market value. The study defines the career management process that plans and shapes the profession of an organization human resources and analyze career management program as part of the larger human resource system assisting employees improve performance, clarify career options and align employee aspiration with organizational performance objectives. It provides the overall effectiveness of the diverse approach to career management consisting of career planning, career patting and career development as pivotal to the overall corporate survival strategy of the organization.
The case study provides an analysis of the impact of career management in Guinness Nigeria Plc towards achieving organizational performance objective in strategic areas of profit, growth and market value. In the process chi-square is applied to test the hypothesis formulated for its research.

TABLE OF CONTENT
TITLE PAGE
CERTIFICATION
DEDICATION
ACKNOWLEDGEMENT
ABSTRACT
LIST OF TABLE
LIST OF FIGURES
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
STATEMENT OF THE STUDY
RESEARCH QUESTIONT
OBJECTIVES OF THE STUDY
SIGNIFICANCE OF THE STUDY
STATEMENT OF THE HYPOTHESIS
JUSTIFICATION OF THE STUDY
SCOPE OF THE STUDY
DEFINITION OF TERMS
CHAPTER TWO – LITERATURE REVIEW
2.1 INTRODUCTION
2.2 CONCEPTUAL FRAME WORK
2.3 THEORETICAL FRAMEWORK
2.4 APPRAISAL AND STRATEGIC WORTH OF ORGANIZATIONAL PERFORMANCE
2.5 EVALUATING CAREER MANAGEMENT AND ITS SIGNIFICANCE TO ORGANIZATIONAL PERFORMANCE
CHAPTER THREE
3.1 INTRODUCTION
3.2 AREA OF STUDY
3.3 RESEARCH DESIGN
3.4 POPULATION OF STUDY
3.5 SAMPLE SIZE
3.6 SAMPLE/SAMPLING TECHNIQUE
3.7 RESEARCH INSTRUMENT AND INSTRUMENTATION
3.8 VALIDATION OF THE INSTRUMENT
3.9 ADMINISTATION OF THE STUDY
3.10 METHOD OF DATA ANALYSIS
3.11 LIMITATION OF THE STUDY
CHAPTER FOUR –DATA, ANALYSIS, FINDINGS AND DISCUSSION
4.1 DATA PRESENTATION AND ANALYSIS
4.2 RESEARCH FINDINGS
4.3 DISCUSSION OF FINDINGS
CHAPTER FIVE- SUMMARY, CONCLUTION, RECOMMENDATIONS
5.1 SUMMARY OF FINDINGS
5.2 CONCLUTION
5.3 RECOMMENDATION
5.4 PROPOSAL FOR FURTHER STUDIES

 

 

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THE IMPACT OF CAREER MANAGEMENT ON ORGANIZATIONAL PERFORMANCE

THE EFFECTS OF HUMAN DEVELOPMENT, MOTIVATION AND EXCELLENCE IN EMERGING COMPANIES

THE EFFECTS OF HUMAN DEVELOPMENT, MOTIVATION AND EXCELLENCE IN EMERGING COMPANIES

 

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
The greatest asset of any company is its human resources that ensure that achievement of the company’s goal and objective. (Human resource Article, 2012). It is unfortunate that most company’s or organization have neglected the development and management of their chief asset which is human resource
(human resource Article 2012). According to Susan, (2012), human Management is the function within an organization that focused on recruitment of, management of, and providing direction for the people who work in the organization. It is also a strategic and comprehensive approach of managing people and the work place culture and environment (Susan, 2012). Effective Human management enables employees to contribute effectively and productivity to the overall company direction and the accomplishment of the organization’s goals and objectives (Susan, 2012). Human management is administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal,
motivation and also a functions within an organization that focuses on people (Wikipedia, 2012). According to Wikipedia, Human resources is the set of individuals who make up the work force of an organization. Human management encompassed activities designed to provide for and co-ordinates, all human
element within the organization (Akpan, 2001). This will ensure its stable continuity and achievement. The human personnel element represents one of the company’s largest investments. Susan, (2012). Consequently, organization should prioritize the development of the human element to maximize talents,
skills and ability which will automatically reflects on the company’s profit. It pre-supposes that we do need people in order to firm a business which that no business can exist entirely without people. Even a computer auto-mental machine factory has to employ some people, though a conventional plant with similar capacity might require more people. There arises the need for proper planning of these people employed otherwise known as “Manpower planning” (Source: How contributing writer).
Human development has also been seen a way of motivating company’s employee for excellence. Motivation is an equally important responsibility of human management. It translates directly into productivity and team effectiveness. People working together with energy and enthusiasm are far more effective
and productive than a group lacking that spark because of job dissatisfaction or boredom. As a manager, you play a big role in building team motivation (Aniago and Ejiofor, 2004).
The importance of motivating people at work is noticeable at all levels of organization. Starting from managers who need to be aware of factors that motivate their subordinates to make them perform well, through employees who need to think through what expectations they have of work, ending up with human
resource professionals who have to understand motivation to effectively design and implement reward structure and systems. It seems to be obvious that companies need motivated employees and without any doubts motivation is an important aspect of human management. However, because of a complex nature of human behavior, motivation is not easy to understand and to use (Hackett, 1999)

 

 

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THE EFFECTS OF HUMAN DEVELOPMENT, MOTIVATION AND EXCELLENCE IN EMERGING COMPANIES

THE EFFECT OF NON-FINANCIAL INCENTIVE ON STAFF PRODUCTIVITY IN NIGERIAN SECURITY PRINTING AND MINTING COMPANY

THE EFFECT OF NON-FINANCIAL INCENTIVE ON STAFF PRODUCTIVITY IN NIGERIAN SECURITY PRINTING AND MINTING COMPANY

 

CHAPTER ONE
1.0. INTRODUCTION
Increasingly in the contemporary organization, human resourcing strategies are based on three premises:
1. People-first
2. High-performance
3. High-commitment
Armstrong (2012) suggested that people-first focus is a pre-cursor to winning commitment and mobilising the workforce in executing corporate strategy. Success in a highly competitive, global marketplace demands high commitment but also high performance, and organisations are increasingly focusing on developing such a culture as a core part of their employment practice. Armstrong believes that people is the fulcrum upon which organisations rest. One of the most important, complex and problematic issues in managing human resources in any organisation is reward management. According to Banjoko (1996) hardly is any issue more relevant and crucial to an employee than his financial and non-financial remuneration, and scarcely has any matter led to strained labour and management relations or lead to strike action much more than wage – related issues as suggested by Fajana (2006). Considering the trends of great disparity between one’s expenditures and the income accruing into ones pocket due to the increasing inflation in our economy, it is therefore proper to say that reward management is a matter that is closest to the heart of every employee and their employers. It is a common saying that man does not live by bread alone yet he cannot live without it.In today’s competitive and global workplace, one of the strategies that successful companies use in having the ability to attract many qualified candidates, retain top talent, and maintain a highly motivated workforce is the use of rewards.
Rewards can be used to keep the organisation and the attractiveness of the job itself and proper reward management in of an organisation determines how job applicants will romance with such organisation. The organisation reward policy has an external influence on the source of labour supply.
Armstrong (2007) defined Reward management as a system that deals with the strategies, policies and processes required to ensure that the contribution of people to the organization is recognised by both financial and non-financial means. It is about the design, implementation and maintenance of reward
systems (reward processes, practices and procedures), which aim to meet the needs of both the organization and its stakeholders.
The overall objective is to reward people fairly, equitably and consistently in accordance with their value to the organization in order to further the achievement of the organization’s strategic goals.
Reward management is not just about pay and employee benefits. It is equally concerned with non-financial rewards such as recognition, learning and development opportunities and increased job responsibility is the process of ensuring that people are rewarded fairly for the work they do and for contributing to the achievement of the organization’s purpose and aims. Reward management provides answers to two fundamental questions:
1) What do we value?
2) What are we prepared to pay for?

 

 

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THE EFFECT OF NON-FINANCIAL INCENTIVE ON STAFF PRODUCTIVITY IN NIGERIAN SECURITY PRINTING AND MINTING COMPANY

 

THE EFFECT OF MOTIVATIONAL INCENTIVES ON THE PERFORMANCE OF EMPLOYEES OF FIRST BANK NIGERIA PLC

THE EFFECT OF MOTIVATIONAL INCENTIVES ON THE PERFORMANCE OF EMPLOYEES OF FIRST BANK NIGERIA PLC

 

CHAPTER ONE
INTRODUCTION
Motivation on bank employee was established by the organisation (bank) with the aim to reset the healthy course of reconstruction growth and development of the organisation (bank) this research is set to understand how height level of employee engagement incentive to reward good work which happen to be a
tried and also a test way of boosting staff moral. But from banks perspective a banker, job in addition to growth the economy, there by motivation is necessary on bank employee for effective management. The effect of motivation incentive on bank employee was established by the banking institution with an aim to reset the Nigeria banking industry on a healthy course of reconstruction growth and development. It however, known that by 1982 the banking industry had not in the development and growth tracked, the industry (banking industry) had fallen drastically from its peak, due to lack of capacity to embank on such bold policy which goes beyond executive certain cosmetics aspect of the problems, and motivation on the employee will bring about setting the problem and make banking business to be effective and efficiently.

BACKGROUND OF THE STUDY
Every organisation whether profit oriented or not establish its purpose goals and objectives which transpires into mission statement. These of course are only accomplished by the efficient and effective
management of its human material and financial sources. However, the most dynamic and complex to manage is its human resources (people) due to essential difference individual behaviour and attitude as
expressed in the work environment. Work environment behaviour difference between and with individuals are produced by physical difference, mental capabilities, life-experience, culture, perception of a situation, age, sex, level of education, skills exposure, traits, abilities, energy level, family responsibilities, present standard of living, other available income, financial status years with employee, years on job, working experience and lastly level of job in organizational hierarchy among others. On law about human behaviour that we can be certain about is that all people are different, it is on knowledge of these behavioural deference in the work place (environment) that this research intended to delve the influences that stimulates behaviours towards high performance for productivity in achieving organizational goals termed motivation.
Motivation is a general concept appreciated by many successful organizations and implemented for the overall benefit of the organizations. The Nigeria banking industry is not an exception. The industry has undergone remarkable changes over the years, in terms of the number of institutions, ownership, structure, capitalization, as well as depth and breath of operations. These changes have been influenced largely by challenges posed by deregulation of the financial sector globalisation of operations, technological innovations and adoption of supervisory and prudential requirements thatconform to international standards.

 

 

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THE EFFECT OF MOTIVATIONAL INCENTIVES ON THE PERFORMANCE OF EMPLOYEES OF FIRST BANK NIGERIA PLC

THE EFFECT OF MOTIVATION ON EMPLOYEE PRODUCTIVITY (A CASE STUDY OF FIRST BANK)

THE EFFECT OF MOTIVATION ON EMPLOYEE PRODUCTIVITY (A CASE STUDY OF FIRST BANK)

 

ABSTRACT
The introduction of universal banking law has brought changes over the years, with it competition in the banking industry. Commercial banks are no exception to the modern changes in ensuring staff motivation towards their organizational goals. The study seeks to assess the motivational packages available at First Bank and how it affects employee performance towards the Bank‟s cor was used for the study. The study revealed that, management can make use of different strategies and policies to motivate employees in the banking environment. Employees are interested in enhanced salaries, fringed benefits, promotion, and car loans as motivating elements sufficient to push employees of the bank to give out their best. The research also revealed that the core duty of the bank is normally carried out by clericals who are more than the supervisors and as such motivational packages should be geared towards the clerical workers to ensure that they delight the customers. Promotion has been a worry to most staff; measures should be put in place by management to ensure that there is continuity in the promotion of staff to avoid low productivity in terms of deposit mobilization. The study revealed that if management withdrew motivational packages it will have serious repercussions on employees‟ performance. performance and corporate performance since
performance indicators in terms of deposits, loan recovery, profitability and also ensuring the liquidity of the banks. The conduciveness of the office environment has first time impression on the customers and the welfare of the employees. Management can develop new theories such as equity, macllend theory, Abraham Maslow and Hertzberg two factors to ensure employees achieve work targets in the company.

 

 

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THE EFFECT OF MOTIVATION ON EMPLOYEE PRODUCTIVITY (A CASE STUDY OF FIRST BANK)

 

THE EFFECT OF HUMAN RELATIONS ON THE PERFORMANCE OF AN ORGANIZATION ( A CASE STUDY OF IMF, UYO)

THE EFFECT OF HUMAN RELATIONS ON THE PERFORMANCE OF AN ORGANIZATION ( A CASE STUDY OF IMF, UYO)

 

CONCEPTUAL MEANINGS OF HUMAN RELATIONS
The concept of human relations is used today in organizations to denote a systematic body of knowledge devoted to explaining the behaviour of man in relations to task performance in organization. Onasanya (1990) defines human relations as the relationship between one person and another and a group of
people within a community whether at work or social gathering. He went further to state that good human relations between executives and other staff will leads to an understanding which can generate cooperation and hence attainment of organizational productivity. The executive and subordinate staff will have to maintain sound relationship with people at different levels.
According to Hicks and Byers (1972), human relations is an integration of people into work situation in a way that motivates them to work together productively, cooperatively and with economic, psychological and social satisfaction. They went further to say that many factors influence a person’s behaviour and attitude such as age, sex, appearance, health, emotion, environment, education, religion, nationality and culture. They also influence reaction of others to the individual and more so, frustration makes people to be disagreeable. Amune (1988) defines human relations as the interaction of people into a work collectively, productivity and bring about social satisfaction. He went further on to define human relations as the study of human problem arising from organizational and inter-personal relation in industry especially with reference to the employer-employee relationship and the interaction between personal traits, group membership and productive efficiency. Human relations in the view of Harding (1983) is an existing aspect of workers meeting new people of all kind, such meeting will broaden their own horizon and hopefully other people derive pleasure from meeting them. Jones et’ al (2005) assert that Human relations movement advocates the idea that supervisors are behaviourally trained to manage subordinates in ways that elicit their cooperation and increase their productivity. The key element in human relations is its basic objective of making organizational members feel useful and important part of the system over all effort. This process is viewed as the means of building a cooperative and participative workforce.

DEVELOPMENT OF HUMAN RELATIONS
The advent of human relations movement began in the 1920 and 1930s with the observation of the short sightedness and incompetences of the classical approach to management that  out the human resource factor (Andrew, 1988). The human relations theorists led by Elton Mayo observed that scientific management principles were neither necessarily the most efficient nor did they work as intended, for it failed to understand that workers were also social beings with certain psychological needs. They believed that in addition to using the most appropriately designed methods to achieve productivity,
organizations must consider the human aspect of work. In other words, when the workers needs are not considered even with the best tools, organizational goals may not be achieved. Interpersonal relations particularly the feeling and attitudes within working groups were considered to be important. They hypothesized that people looked for the satisfaction of their social needs at work. Furthermore, the power and influence of groups, individual members was such that organizations could develop system and styles to try and satisfy people’s social needs in their work group. The basis of the human relations movement was the integration of various disciplines i.e. industrial psychology and sociology, applied anthropology and
social psychology and was concerned with the human problems which management encountered (Appleby, 1980). Gullerman (1966) defines human relations as a way in which people or employee who comprises the organization think about each other and deal with each other. Hence, with the development of human relations it became apparent therefore, that the workers could no longer be viewed solely as a factor of production, rather as human beings with wants, desire, attitudes and feelings, all of which were occurring during the same period also contributing to the growth of the human relations movement

 

 

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THE EFFECT OF HUMAN RELATIONS ON THE PERFORMANCE OF AN ORGANIZATION ( A CASE STUDY OF IMF, UYO)

 

THE EFFECT OF CORPORATE GOVERNANCE ON THE PERFORMANCE OF AN ORGANIZATION

THE EFFECT OF CORPORATE GOVERNANCE ON THE PERFORMANCE OF AN ORGANIZATION

 

Background of the Study
Corporate Governance is a number of process, customers, policies, laws and institutions which impacts on the way a company is controlled. An important theme of corporate governance is the nature and extent of accountability of people in the business and mechanisms that try to decrease the principal agent problem (Wikipedia, 2011). Corporate Governance also includes the relationships among the many stakeholders involved and the goals for which the corporation is governed. In contemporary business corporations, the main external stakeholder groups are shareholders, debt holders, trade creditors, suppliers, customer and
communities affected by the corporation’s activities. Informal stakeholders are the board of directors, executives and other employees. It guarantees that an enterprise is directed and controlled in a responsible, professional, and transparent manner with the purpose of safeguarding its long-tem success it is intended to increase the confidence of shareholders and capital market investors. The World Bank (2009) states that corporate governance comprises two mechanisms, internal and external corporate governance. Internal corporate governance, giving priority to shareholder’s interest, operated on the board of directors to monitor top management. On the other hand, external corporate governance monitors and controls manager’s behaviors by means of external regulations and force, in which many parties, such as suppliers, debtors (stakeholders), accountants, lawyers, and providers of credit and investment bank. In the past, so many corporate organizations have been caught of getting involved in unethical practices, for example the discovery of financial scam by the Central Bank of Nigeria after the consolidation exercise, involving seven top bank executives in Nigeria, which puts the credibility of their corporate image under suspicion, which further shocking investors confidence. Consequently, corporate governance mechanism has been a crucial issue discussed again.
It is against this background that the researcher see the subject matter; corporate governance and its impact on the management of Forte Oil Nigeria Plc, Kaduna as an issue worthy of being investigated.

Statement of Problem
In the past, so many organizations in Nigeria have been involved in unethical practices, which puts the credibility of their corporate image doubt. As such Forte Oil Nigerria Limited just like other oil company have been constraint with issues arising form customer’s complaint of exploitations of workers by using
contract staff as against direct engagement of workers that would be remunerated according to their condition of service. Previous researches into the subject has brought to light the poor governance of so many companies with indebted accounts in Nigeria economy. Their accounting systems did not reflect
the companies financial status. A typical example is the financial scam of Oceanic and Intercontinental Bank after the consolidation. Most management of such outfits were not accountable to stakeholders of the companies. Besides, the counts and the regulatory agencies were short of authority, corruption and
kickbacks were part of the system in the companies. The poor governance practices led to the collapse of so many companies in Nigeria. Hence the need to study corporate governance and its impact on the management of Forte Oil Nigeria Plc Kaduna.

 

 

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THE EFFECT OF CORPORATE GOVERNANCE ON THE PERFORMANCE OF AN ORGANIZATION

 

STAFF TRAINING AND DEVELOPMENT AS A TOOL FOR HIGH EMPLOYEE PERFORMANCE IN AN ORGANIZATION

STAFF TRAINING AND DEVELOPMENT AS A TOOL FOR HIGH EMPLOYEE PERFORMANCE IN AN ORGANIZATION

 

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.

 

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STAFF TRAINING AND DEVELOPMENT AS A TOOL FOR HIGH EMPLOYEE PERFORMANCE IN AN ORGANIZATION

ROLE OF EMOTIONAL INTELLIGENCE AND WORK LIFE BALANCE IN JOB STRESS

ROLE OF EMOTIONAL INTELLIGENCE AND WORK LIFE BALANCE IN JOB STRESS

 

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
The 21st century is also an era of stress. Individuals face job stress in their organization and daily lives due to globalization, information technology revolution, and speed of life. The most important effects of these can be seen in the business world, and they can manifest themselves as changes that organizations make in their structures, strategies, activities, and technologies. Constantly changing organizations impose new roles and duties on their employees which have effect on their work life balance, and the employees who want to handle new roles and duties need to have efficiency in intelligence quotient (IQ) and efficiency
in emotional quotient (EQ) in the processes of decision making and problem solving. A completely stress-free life is impossible, and stress becomes a characteristic of human existence. Individuals have used various methods to handle stress, including using their intelligence, especially their emotional intelligence (Sirin, 2007).
Emotional intelligence (EI) is a social intelligence that enables people to recognize their own, and other peoples’ emotions. Moreover, emotional intelligence enables people to differentiate those emotions, and to make appropriate choices for thinking and action (Cooper and Sawaf, 1997; Mayer and Salovey, 1993).
It is an intelligence that may be learned, developed and improved (Perkins, 1994; Sternberg, 1996).Emotional intelligence (EI) refers to the ability to perceive, control, and evaluate emotions. Some researchers suggest that emotional intelligence can be learned and strengthened, while other claim it is an inborn characteristic. It is also, defined as the ability to use your awareness and sensitivity to discern the feelings underlying interpersonal communication, and to resist the temptation to respond impulsively and thoughtlessly, but instead to act from receptivity, authenticity and candour (Ryback,1998). Peter Salovey
and John D. Mayer (1990) in their influential article “Emotional Intelligence,” defined emotional intelligence as, “the subset of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and
actions”. Emotionally intelligent people are defined in part as those who regulate their emotions according to a logically consistent model of emotional functioning.
Emotional intelligence allows employee to think more creatively and use his emotions to solve problems. Daniel Goleman believes that emotional intelligence appears to be an important set of psychological abilities that relates to work life balance and life success. It is empathy and communication skills as well as social and leadership skills that will be central to your work life balance and personal relationships. The ability to manage feelings and handle stress is another aspect of emotional intelligence that has been found to be important for successful work life balance. Emotional intelligence has as much to do with knowing when and how to express emotion as it does with controlling it. Empathy is a particularly important aspect of emotional intelligence. Emotions are more successful in work as well as in social lives. Emotional Intelligence is now being considered to be an important organizational factor.

 

 

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ROLE OF EMOTIONAL INTELLIGENCE AND WORK LIFE BALANCE IN JOB STRESS

PERSONALITY AND ITS EFFECTS ON GROUP PERFORMANCE

PERSONALITY AND ITS EFFECTS ON GROUP PERFORMANCE

 

ABSTRACT
Group performance in every organization is very important, as it depicts the overall performance of the organization. If various individuals in an organization cannot work as a group, then the organization’s performance-both financial and operational will never be maximized. Group efforts and team work is the major ingredient in every successful organization, hence, the need to make sure that the personality of every member in the group is okay for group/organizational goals to be achieved. Without good personalities in a group, there can never be a good group. The researcher used Ghana National Fire Service (Eastern Regional

 

 

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PERSONALITY AND ITS EFFECTS ON GROUP PERFORMANCE

MANAGERIAL COMPETENCE AND TRAINING NEEDS OF POULTRY FARMERS IN NIGERIA

MANAGERIAL COMPETENCE AND TRAINING NEEDS OF POULTRY FARMERS IN NIGERIA

 

2.0 literature review
2.1 Meaning of Poultry
Poultry comes from the French /Norman word, (pullus), which means small animal, but in a more comprehensive form, it is seen as a category of domesticated birds kept by humans for the purpose of collecting their eggs or droppings, slaughtering them for their meat, and  or feathers. These are most
typically members of the super order Galloanserac (fowl), especially the order Galliformes (which includes chickens, quails and turkeys ) and the family Anatidae (in the order Anseric forms), commonly known as water fowl” (e.g. domestic (ducks and domestic geese) poultry also includes other birds such as pigeons or doves which can also be slaughtered for their meat. Poultry in this part of the world can be regarded as an umbrella that covers a variety of birds such as chicken, turkey quail etc whose basic purpose of been
kept is to convert feeds to meat and egg, which are of economic value to man. Historically, the growth of poultry began as a result of the advantage it had over other livestock. These advantages include high protein level in human diet (flock, 1994), source of income to the owners, Nelson (1998), source of nutrients for land improvement Agboola, et al (1997) and employment generation for the unemployed, Ravi (1998). The poultry industry is one of the most popular livestock enterprises in the world today. Law and Payne (1996) stated that the world production of poultry meat represented 23.6% of all meat in 1992. North America had the highest production at 45.2kg per head. In USA chicken consumption alone overtook that of pork in 1986 and beef in 1988. Okunaiya (1986) fund that Nigeria had the largest poultry population in black Africa.
According to him, poultry contributed highly to animal protein consumption and gross domestic product. Omonona and Oni (2004) maintained that poultry was one of the quickest ways for rapid increase in protein supply in the short run, and it also provides food, income, employment and industrial raw materials
and manure for crop production.

2.2 Poultry Management
According to Ovwigho et al (2009), in virtually all rural areas, poultry production is carried out on small scale under the extensive or traditional and semi intensive system. But the three major types of poultry management systems are namely extensive semi-intensive and intensive systems. Adegbola et al (1986) further classified the systems of poultry management in the tropics into traditional, free range, restricted range and intensive range systems.
The extensive system is also known as the free range system. According to willamson (1978), this system of poultry management exposes birds to predators and unfavorable weather conditions. B. O Ovwigho et al (2009) also commented that this system of poultry keeping had continued to thrive in the tropics in
spite of the new technologies.
The intensive system of poultry keeping is the one that requires adequate and proper management of the birds by the poultry farmer. The poultry farmer houses the birds in a poultry house at a stocking density that is convenient for the birds. He provides them with adequate supply of foods and water in the
right quantity and at the right time. He takes proper care of the poultry house and its environment to ensure a disease free environment and also provides the birds with the necessary vaccines at the necessary time. The above listed things being the routine activities in intensive system of poultry management makes it a little bit more demanding in terms of the needed attention and capital compared to others.
In extensive system, birds are given the freedom to run about and fend for themselves with little or no care given to them while in semi-intensive, the birds are sometimes allowed to roam in search of food, they have less attention of the poultry farmer compared to that of the intensive system and they are exposed to risk and harm.

 

 

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MANAGERIAL COMPETENCE AND TRAINING NEEDS OF POULTRY FARMERS IN NIGERIA

IMPACT OF TRAINING AND DEVELOPMENT ON STAFF EFFICIENCY IN THE BANKING SECTOR OF NIGERIA ( A CASE STUDY OF FIRST BANK NIGERIA PLC)

IMPACT OF TRAINING AND DEVELOPMENT ON STAFF EFFICIENCY IN THE BANKING SECTOR OF NIGERIA ( A CASE STUDY OF FIRST BANK NIGERIA PLC)

 

ABSTRACT
This project is an attempted to study and analyze The Impact of Training and Development on Sta
Efficiency of First Banks Nigeria Plc Kaduna. Hence the objectives of this study is to find the way forward for first bank to improve on the suitable and how to acquired standard training facilities which is pointed
out in the introduction of the project. The research method used in the collection of data is the questionnaire. Further more, the data collected is presented simultaneously in tabular form and analysis of finding is also made. Base on the findings it was ascertained that the staff of First Bank are far better in term of skill and management of risk than other banks. It was therefore recommended that First bank should engage the service of professional personnel in handling the activities of staff Development programme as well as encourage less inter interference by the top management with department of Human Resources

 

 

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IMPACT OF TRAINING AND DEVELOPMENT ON STAFF EFFICIENCY IN THE BANKING SECTOR OF NIGERIA ( A CASE STUDY OF FIRST BANK NIGERIA PLC)