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PROJECT
TOPIC : EFFECT OF TRAINING AND MOTIVATION ON WORKERS' PERFORMANCE IN THE BANKING
INDUSTRY IN NIGERIA
PROJECT PROPOSAL/CHAPTER
ONE
BACKGROUND
OF THE STUDY
Manpower training and development is the process that
helps organisations to provide adequate human resources
to achieve their current and future organisational objectives.
Manpower planning is the most strategic of all human
resource management functions. Planning defines the
sources, number and types of manpower needed to meet
future work requirements. Predetermined strategies to
attract and retain the best people are also laid down.
Strategic development and utilization of employees’
capabilities, which yield best benefits to the company,
are designed into the plan.
As it is known that planning is an analytical process
involving various aspects, so as to produce quality
products and to offer best services, various plan exercises
such as determination of desired goals, assessment of
the future in relation to the environmental changes,
selection of activities, preparation of written plan
document, etc. will have to be done, which will give
rise to mobilisation of human resources. The result
of Manpower training is marvelous. This will be reflected
in higher turnover, lower absenteeism, fewer breakdowns,
lower migration and more than anything else, higher
quality of work.
In today's turbulent, often chaotic, environment, commercial
success depends not only on staff training but also
on employees using their full talents. One of the ways
to achieve this is through motivation. According to
Twyla Dell (1988), “the heart of motivation is
to give people what they really want most from work.
The more you are able to provide what they want, the
more you should expect what you really want, namely:
productivity, quality, and service.”
Leadership style
influence level of motivation. However, throughout a
lifetime, changing ambitions and/or leadership style
he works under or socializes with influences man’s
motivation. Command-and-control leadership drains off
ambition while worker responsibility increases ambition.
Yet in spite of the myriad of available theories and
practices, managers often view motivation as something
of a mystery. In part this is because individuals are
motivated by different things and in different ways.
In addition, there are times when delayering and the
flattening of hierarchies can create insecurity and
lower staff morale. Moreover, more staff than ever before
are working part time or on limited-term contracts,
and these employees are often especially hard to motivate.
STATEMENT OF RESEARCH PROBLEM
The over-abundance of some types of labour in many countries
is a serious problem and this mostly concerns unskilled
and untrained manpower. In urban areas, the supply of
labour is likely to exceed available opportunity and
this is true of Nigeria. Also, the unemployed intellectuals
constitute a surplus of underutilized human capital
in Nigeria.
There are many secondary, technical schools and university
graduates roaming the street in search of non-existence
jobs, while some are underutilized where they are employed.
This has led to the compromise of manpower training
and motivation, which use to be the rights of workers
in an organisation.
OBJECTIVES OF THE STUDY
The broad objective of the study is to examine impact
of manpower training and motivation on workers performance
with particular reference to Guaranty Trust Bank. This
broad objective can be divided into the following specific
objectives:
1. To highlight and justify the impact of motivation
on workers performance in the banking industry in Nigeria.
2. To evaluate the contribution of workers’ training
in organizational building.
3. To identify the problems associated with labour training
in organisations in Nigeria.
4. To justify the need for an active manpower policy
in Nigeria.
RESEARCH QUESTIONS
This study is designed to answer the following research
questions:
1. Do banks actually train their employees for specific
jobs?
2. How do banks organize training programmes for their
staffs?
3. Are there any government assistance for manpower
training and development outside the banks training
and development programmes?
4. Do banks provide needed or adequate motivation for
their staffs?
5. What is the relationship between manpower training
and motivation and staff performance?
SIGNIFICANCE OF THE STUDY
The significance of this research work is to evaluate
and analysis the importance of manpower training and
motivation of workers in an organisation. The study
on manpower training and motivation in the banking industry
seeks to examine the various forms of corporate activities
in the industry that contribute to the development of
their staffs. The study will also seek to analyze the
impact of such activities on the productivity of the
staff.
It is hoped that it would contribute to the promotion
of the existing frontier or boundary between human knowledge
and the role of banks in the development of manpower.
SCOPE OF THE STUDY
The scope of this study will be limited to two key human
resource components i.e staff training and motivation
in Nigerian banking industry. The research work will
be such restricted because of the limited availability
of data and time. It will also cover some of the publications
of the International Labour Organization (ILO). The
study also aims at using Guaranty Trust Bank (GTB) for
the sampling of opinions.
RESEARCH METHODOLOGY AND SOURCES OF DATA
The data for this study would be collected from primary
and secondary sources. These data would
be gathered from the bank’s staff handbook, annual
reports & accounts, management reports, training
programs, internal memos e.t.c. Reference would also
be made to relevant external reports on the bank including
those of the CBN, NDIC, various rating agencies and
newspaper clips.
Survey research method shall be used to gather information
from respondents concerning their opinions on manpower
training and motivation in the bank. The questionnaire
to be used shall be carefully administered and the sampling
shall be done randomly. This could to some extent give
a basis for generalisation.
The data, which would be collected from the questionnaire,
will be analysed using the simple percentage method
goodness of fit. This will make the analysis of the
data more concise and simple.
PLAN OF THE STUDY
This research work will be divided into five chapters.
The first chapter will be introduction. Chapter two
will focus on the literature review and theoretical
framework on enployees’ motivation and training
in the banking industry in Nigeria.
The third Chapter will be based on the methodology stating
the sample design and the sampling method to be used.
Chapter four would comprise the interpretation and analysis
of responses from the questionnaire that would be collected
using the Chi-square (X2) statistical tool while the
final chapter, which is chapter five, comprises the
summary of findings, conclusion, and recommendations.
REFERENCES
Akpala, Agwu (1991): Principles of Management –
A Nigerian Approach, Fourth Dimension Publishers Ltd.
Brech, E.F.L.
(1975) ed: Principles and Practices of Management, London
London Longman Publishing Co. Ltd.
Drucker, Peter
(1975): Management, London, Heinemann Publishing Co.
Ltd.
Huber, G.P. (1980):
Managerial Decision-Making, Scott Foresman Glenview.
McFarland, D.E.
(1976): Management Principles Co. Inc., New York.
Thierauf, Robert
C. Klekamp and David W. Geeding (1977): Principles and
Practices of Management, New York, John Wiley &
Sons.
PROJECT
PROPERTIES
Number
of Chapters |
5 |
Number
of Pages |
92 |
| Number
of Words |
13,486 |
Number
of References |
37 |
| Project
Level |
B.Sc. |
| Price |
N10,000
(Non-Negotiable) |
Abstract, Questionnaire Sample are included |
| |
Keywords: training,
motivation, workers, staff performance, manpower training,
manpower planning, training programmes, organizational
building
|
