This study was carried out to find out the role of manpower training and development and determine if training could be an instrument of achieving organizational objectives in Nigeria Banking A 21 - Item questionnaire which encompasses the subject matter was used to obtain the necessary information. The data gathered and reported in the study were analyzed using chi - square.

The result of the study was in consonance with related studies on this issue. This study was able to confirm that 'training motivates employees to work harder, improves knowledge and skill and change attitude. It was also found out that there could still be appreciable improvement in the performance of banks worker via training and development.

From the study conducted and findings there from, one is apt to conclude that' the role of manpower training and development IS visibly significant giving credence to the established fact as submitted in the study carried out. It is probably axiomatic, if not tautological to say that the quality, image, responsiveness and efficiency of an organization depend incalculably upon the outlook, orientation motivation and commitment of its manpower.



Certification ----------------------------------------------------- ii Dedication --------------------------------------------------------iii Acknowledgement --------------------------------------------- -iv

Abstract------------------------------------------------------------v Table of content --------------------------------------------------vi


Background of the study ---------------------------------------1 Statement of the problem -------------------------------------4 Research Questions --------------------------------------------4 Objective of the study ------------------------------------------5 Statement of Research Hypotheses----------------------------6 Significant of the study ----------------------------------------7 Scope and limitation of the study ----------------------------8 Organization of the study -------------------------------------9 References -------------------------------------------------------10


Introduction ----------------------------------------------------11 Evaluation of Training ----------------------------------------15 Objectives of Training ----------------------------------------18 Theoretical Framework ---------------------------------------20 References ------------------------------------------------------25


Introduction ------------------------------------------------- 27 Research Design ------------------------------------------- 27 Restatement of Research Questions ---------------------28 Population of the study ------------------------------------29 Sample size --------------------------------------------------30 Data Collection Instrument -------------------------------30 Sources of Data Collection --------------------------------31 Data Analysis Techniques --------------------------------31 Limitation of the Methodology ---------------------------32 References --------------------------------------------------33

Chapter Four

Data Analysis and Interpretation ---------------34 - 54

Chapter Five

Summary-----------------------------------------------------55 Conclusion------------------------------------------------56

Recommendation --------------------------------------- 61

Suggestion for further study ---------------------------63 References ------------------------------------------------64


The need for training and development in an organization is of paramount importat'1.ce since training and development are at the heart of employee utilization, productivity, commitment, motivation and growth.

Employee - development and training is part of the personnel manager's functions. The major reason for training and training in skills is to bring the competencies of individuals up to desired standards for present or potential assignments. Most organization or firms are 'having training programmes for their employees for which they employ modern techniques (Fanibuyan, 2001).

Hence, training could be defined as the systematic process of altering the behaviour and or attitudes of employees in a direction to increase organizational goal achievement or is an effort by the employer to provide opportunities for' the employee to acquire job - related skills attitudes and knowledge (Banjoko, 2000).

Management development programmes are generally aimed at educating supervision, employees above' and beyond the immediate technical requirements of the job and has a main objective of the improvement of the effective performance of all managers.

The role of the management in staff training is based on the premise that human resources are the most dynamic staff of the resources of every organization. It needs considerable attention from the organization, it they are to realize full potentials in their work. Staff is crucial but expensive

In order to sustain economic 'and effective performance, it is importance to optimize the contribution of employees to' the aims and goals of the organization; training should be viewed therefore as an integral part of the process of total quality management.

Training and development also improves productivity of the individual and organization concerned and also contributes to manpower development of the nation. Training is also seen as a motivator, which propels individual worker to satisfy basic drives, affiliation and the need for achievement, which in order worlds indicates the desire for productivity. project topics   project topics and materials 

Training can be an instrument of change, if an organization accepts the search for greater efficiency as a never ending one and strives to adapt to change, the environment in which the organization works is continually changing. These changes result from many factors - new orientation on policy and tempo of work by a new administration, adverse trends in economic situation, change in political climate and the lost of other changes.

In a nut shell, manpower training and development deals with taking stock of the present manpower of the organization and forecasting against the future need of manpower of. the organization. The process involves making plans for analysis for recruitment, discharge, transfer, leaves and promotion.


Most African counties of which Nigeria is one, have been experiencing economic recession for over a decade now.' This situation has made supply of labour to exceed demand for it. Hence, most organization tend not to embark on training programmes for workers with the belief that they could easily get a replacement from any worker that does not meet up to the set standard.

Among problems that could emanate from such act are: low productivity of workers, low quality output, increased wastage, low profitability, low pre-capital income, absenteeism, and general survival of the firm and the estate in their highly dynamic Nigeria business environment. Most organizations have not lived up to the expectation in the area of human resource and training and development. This then underscores the need for a closer look at the· manpower training and development activities of United Bank for Africa (UBA), with view to evaluating its effectiveness.


The problems, which most organizations are now facing, are the inability to attract and retain competent professional manpower. This has led to the shortage of adequate trained manpower for effective organizational operation. In the light of the above, the problem of manpower training will be looked at by providing answer to the following research questions.

How does United Bank for Africa PIc. (UBA) determine its training needs? Does training and development enhance organizational effectiveness? Is there any significant, relationship between manpower training  and employee productivity? What major facilities can effectively enhance training and   development? What are the problems/constraints are confronting the organization in the realization of its training objectives?


The objective of this research study is to identify and establish in precise term to what extent the role of manpower training and development in the achievement of the organizational objectives in the banking sector, using the United Bank for Africa (UBA) Plc, as a case study includes.

To know hoe UBA determine its training need. To ascertain whether training and development enhance organizational effectiveness To determine whether there any significant relationship exist between manpower training and employees productivity. To examine the adequacy of the organization training facilities in the realization of the training and development objectives. To examine the benefits and purpose of the manpower training and development to the organization and individual employees. Finally, to give recommendation where significant deviation are noticed.


Hypothesis is a conjectural statement about the relationship that needs to be tested and subsequently accepted or rejected. Taking this definition into consideration, the following hypothesis will be formulated and later tested· to ascertain their validity or otherwise.

i.      Ho: Manpower training and development does not enhance organizational effectiveness and employee's productivity.

Hi:   Manpower training and development enhance organizational effectiveness and employee's productivity.

ii.     Ho: There is no direct relationship between training facilities and level of productivity.

Hi:   There is direct relationship between training facilities and level of productivity.


This research is aimed at encouraging the management of banking sector especially and other private or government owned business organization in identifying the essential training in manpower development.

The banking sector, United Bank for Africa (UBA) PIc., as a case study of this research is the engine that enable money to play those roles effectively and is significance to any economy therefore, cannot be contested. So any effort aimed at enabling the sector meets the challenges it faces, as it plays its roles in the society can be considered worthwhile, and management of the banking institution will be the major beneficiaries of the result of this study.

It is also hoped to better off the entire personnel with the knowledge which the research study will, elicit since it is already acknowledge that human resources are crucial to the achievement of the organizational goals and training is the primary source of creativity, innovation and improvement. So, it must f be made to play a major role In the process of increasing productivity and gearing overall· economic development of the country.


This research study will cover all aspect of manpower training and development, the management policies and the direction of training activities and its implementation and effectiveness will also be examined and narrowed to the information gathered on the field and those derived from individual bank publications. It is important to bring up at this stage that these were also some constraints that were militating against this research study like finance because at this period of economic crunch the cost of transportation and materials are very high, and also the little time within which this research is to be carried out will constitute a major impediment to the completion of this study.

This research study may not be without its own limitation as this study shall be limited or centred on the banking institutions of Nigeria economics with the United Bank for Africa (UBA) Plc, as a case study.

However, attempt would be made to ensure success of the research and considerable efforts will be made to utilize literature research extensively.


This research study divided into five' chapters. In chapter one, the introduction part, the background of the study, the statement of the research problem, and hypothesis will be discussed. Chapter two will deal with the theoretical framework and the literature review.

The methodology analysis will be examined in chapter three. Data presentation, analysis and interpretation will be covered in chapter four while the concluding part of the research work will be chapter five where in a nutshell, the summary, conclusion and the recommendation will be discussed.


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How To Write Chapter Three Of Your Research Project (Research Methodology)

  • Methodology In Research Paper

    Chapter three of the research project or the research methodology is another significant part of the research project writing. In developing the chapter three of the research project, you state the purpose of research, research method you wish to adopt, the instruments to be used, where you will collect your data, types of data collection, and how you collected it.

    This chapter explains the different methods to be used in the research project. Here you mention the procedures and strategies you will employ in the study such as research design, study design in research, research area (area of the study), the population of the study, etc. You also tell the reader your research design methods, why you chose a particular method, method of analysis, how you planned to analyze your data.

    Your methodology should be written in a simple language such that other researchers can follow the method and arrive at the same conclusion or findings.

    You can choose a survey design when you want to survey a particular location or behavior by administering instruments such as structured questionnaires, interviews, or experimental; if you intend manipulating some variables.

    The purpose of chapter three (research methodology) is to give an experienced investigator enough information to replicate the study. Some supervisors do not understand this and require students to write what is in effect, a textbook.

    A research design is used to structure the research and to show how all of the major parts of the research project, including the sample, measures, and methods of assignment, work together to address the central research questions in the study. The chapter three should begin with a paragraph reiterating the purpose of research. It is very important that before choosing design methods try and ask yourself the following questions: Will I generate enough information that will help me to solve the research problem by adopting this method?

    Method vs Methodology

    I think the most appropriate in methods versus methodology is to think in terms of their inter-connectedness and relationship between both. You should not beging thinking so much about research methods without thinking of developing a research methodology.

    Metodologia or methodology is the consideration of your research objectives and the most effective method and approach to meet those objectives. That is to say that methodology in research paper is the first step in planning a research project work.

    Design Methodology: Methodological Approach

    Example of methodology in research paper, you are attempting to identify the influence of personality on a road accident, you may wish to look at different personality types, you may also look at accident records from the FRSC, you may also wish to look at the personality of drivers that are accident victims, once you adopt this method, you are already doing a survey, and that becomes your metodologia or methodology.

    Your methodology should aim to provide you with the information to allow you to come to some conclusions about the personalities that are susceptible to a road accident or those personality types that are likely to have a road accident.

    The following subjects may or may not be in the order required by a particular institution of higher education, but all of the subjects constitute a defensible in metodologia or methodology chapter.

    Click here to complete this article - How To Write Chapter Three Of Your Research Project (Research Methodology)


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