These include unskilled, skilled supervisory and management staff of a company. In other words, the success of an organization depends on the ability and expertise of those who operate it both at the managerial and lower levels of operation, such abilities and expertise usually stems from the knowledge they possess and training received.
Although, it might to tempting to attach more importance to the availability of physical resource such as capital and equipment undermining that they are mere passive factors of production, which depend on human intellectual which is the active agent to exploit them in order to achieve the objective of the organization.
Training does not the productivity of employees and the organization. The aim of the project among others is to answer the questions about whether training and learning within an organization could be productive or not and this have sparked the interest in examining prevalent but often inconsistent assumption about what constitutes training within an organization.
These emphasis on manpower and development is influenced by the belief that it is now desirable to focus more attention on areas which in the past has been relatively neglected because every organization regardless of its size must provide for the needs, interest and desire of its employee within the work environment if it is to earn loyalty, dedication, involvement and commitment necessary to compete effectively.
Lack of adequate manpower training and development is not directly responsible for high labour turnover.
University Press, Ibadan, Nigeria. How adequate in terms of content and relevance, are these training progammes relevant?
It also comes with the impression that the only concrete matter it deals with is future supply of manpower. All these factors are important but the most significant factor is the human factor. According to Harbison, F. In doing this, the company increases productivity and the individual advances his career.
People are trained on real life experience, i. Manpower development is important in any discussion of strategic human resources management. It involves the estimation of the demand for the supply of management staff for the organization in future. McGraw Hill Books Company. The advantage of this method is that it creates good working relationship because employees get to know each other better and the working environment.
The coverage may give time representation of selection practice in the government owned enterprises in the economy and the organized private sector. The problems, the researcher encountered was that some officers were either too busy for interviews or cleverly avoided certain questions for the fear that the information given might put their jobs in jeopardy.
The very few organizations that give thought to this very important aspect of staffing functions do so with lack of seriousness; all round attention and continuity. This is a student institutional method used in colleges, polytechnics and universities.
The main objective of setting up a company is to make profit and to achieve this organizational goal, adequate manpower planning and development programmes should be put in place to enhance performance. It is the involvement of efforts aimed at improving the quality as well as the number of management staff.
According to De Philips et al He observed that it should therefore be seen not in isolation but in the total context of the growth of the organization. Adequate manpower and development is directly responsible for higher labour turnover.
Simulation approach could take demonstration or role-playing method. The third stage is taking manpower inventory or current in-house capability determination.
Manpower planning aimed at ensuring that the right person is available for the right job at the right time. This also concerns with manpower supply resources. As a result of this, lackadaisical attitude of management towards training and manpower development.
There is no direct relationship between manpower training and productivity in the bank. From the definition, it can be sent that training facilitates manpower development and consequently his performance. Manpower training and manpower development are two inter-related processes whose importance cannot be overemphasized in any decision of strategic human resource management.
There is direct relationship between the manpower training and productivity. Are the employees of the Intercontinental Bank Plc satisfied with quality of the selection and interview procedure?
This is concerned with the dictated manpower inventory of all types and level unskilled, skilled, supervisory and managerial employed throughout the period of the manpower plan.
However, most organizational plans meticulously for their investment in physical and capital resources and these plans are reviewed with utmost attention to detail while rarely do such organizations pay attention to human investment in which the capital and equipment will be in vain.
David Quest et al sees manpower planning as an effort to integrate through personnel policies and planning the various personnel activities such as recruitment, training, management development, payment and industrial relations.
Of people or method guided only by practical experience rather than by scientific ideas.Bank Nigeria PLC., Union Bank Nigeria Plc., and Zenith Bank Nigeria PLC., in Enugu Metropolis. sustainability and growth in the banking industry.
2. To examine the human capital development strategies and development in the banking industry? 6. SIGNIFICANCE OF THE STUDY The information generated by this study will be useful in. Organizational Retention Strategies and Employee Performance of Zenith Bank in Nigeria.
The paper empirically examined employee retention strategies and performance in the Nigerian banking sector, with focus on Zenith Bank in Nigeria. Recruitment and Quality Academic Staff Selection: The Case Study of Covenant University. 19 Case Study: Reliance Industries Limited Overview Reliance Industries Limited is India’s largest private enterprise, with busi-nesses straddling several sectors and a workforce of 25, employees.
THE EFFECT OF CONFLICT MANAGEMENT ON BANK PERFORMANCE, A CASE STUDY OF KEYSTONE BANK MAKURDI. TABLE OF CONTENTS TITLE PAGE APPROVAL PAGE DEDICATION ACKNOWLEDGEMENT DECLARATION ABSTRACT TABLE OF CONTENTS CHAPTER ONE: Introduction Background of the Study Statement of the Problem Research.
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