Manpower Training and Development, Leadership Style, Motivation, Manpower Policy in Nigeria
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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
How to Pay for this Project . . . .CLICK HERE

Keywords: training, motivation, workers, staff performance, manpower training, manpower planning, training programmes, organizational building

 

 

 

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