EFFECT OF MANPOWER TRAINING AND

DEVELOPMENT IN ACHIEVING
ORGANIZATIONAL GOAL
(A CASE STUDY OF GUARANTY TRUST BANK, ILORIN
KWARA STATE)

BY:

ABDULRAHEEM GANIYAT AJOKE

ND/20/BAM/FT/563

BEING A RESEARCH PROJECT SUBMITTED TO BUSINESS

ADMINISTRATION AND MANAGEMENT DEPARTMENT,
INSTITUTE OF FINANCE AND MANAGEMENT STUDIES (IFMS)
KWARA STATE POLYTECHNIC ILORIN.

IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE

AWARD OF NATIONAL DIPLOMA (ND) IN BUSINESS
ADMINISTRATION AND MANAGEMENT DEPARTMENT.

JULY, 2022

i
 CERTIFICATION

This is to certify that this research work has been carefully assessed and

approved as meeting part of the requirement for the award of National Diploma

(ND) in Business Administration and Management Department, Institute of

Finance and Management Studies, Kwara State Polytechnic, Ilorin.

DR. POPOOLA T.A. DATE

(Project Supervisor)

MR. JIMOH S.M. DATE

(Project Coordinator)

MR. S.A. ABDULSALAM DATE

(Head of Department)

EXTERNAL EXAMINER DATE

ii
 DEDICATION

This project is specially dedicated to Almighty Allah for his infinite mercy

upon my life, and also dedicated to my lovely parent MR. and MRS.

ABDULRAHEEM

iii
 ACKNOLEDGEMENT

All glorification and thanks goes to almighty Allah, the creation of

universe, the first and the last, for sparing my life through the completion of
National Diploma program
My special gratitude goes to my supervisor in person of DR.T.A
POPOOLA for his physical and spiritually support on this work thanks for taking
your time to make this project a successful one. May God bless you and your
family [AMEEN] and also my thanks goes to my lecturer’ in business
Administration both the Academic and non -academic staff’s may Allah favour
and guidance never leave you.
I deeply and sincerely express my gratitude to my head of Department
[HOD] in person of [ABDULSALAM F A] may Almighty Allah be with you and
your family.
My profound gratitude goes to my parent MR &MRS ABDULRAHEEM
thanks for not giving up on me your prayers physical &spiritually has eventually
leads to my success. Thanks for your care, your financial support and all, may
Almighty Allah spare your life to eat the fruit of your labour insha
Allah[ AMEEM]
Also to my fight buddy, my lovely and caring sister ABDULRAHEEM
SIKIRAT OMOWUNMI thank you for your support, can’t thank you enough best
after mum, thank for your words of encouragement, thanks for financial support,
doing this project, you will never beg to eat insha Allah ,good job after your
programme. [AMEEN]
Once again thanks to my lovely family, BROTHER OPE,AUNTY
LATEEFAT,AUNTY

iv
RISIQAT,RODIAT,SIKIRAT,ABIBAT,OLAMIDE,WASIU,AMINAT And my
second mum, MRS ABDULRAHEEM, , I really appreciate for your support
doing my academics. I also thanks for your contribution, May Almighty Allah
bless you all [AMEEN].
Also to my lovely sister from another womb AUNTY MUMINAT, I
really appreciate for your support and caring toward me may Almighty Allah
reward you for your good deed. Also to my brother USTAZ best after dad,
BROTHER BIDEMI, I really appreciate you for your financial support and also
your care and support toward me, having you as a brother make me feel happy and
special may Almighty Allah bless you for me.[AMEEN]
ALSO TO MY BOYFRIEND ALIYU OMOKEHINDE, having you as a
boyfriend really make me happy .I appreciate you for your financial support and
prayer on me. May Almighty Allah continue to provide for you and bless you with
health and wealth . I also pray that God will not separate us.
My appreciation also goes to my lovely friends ABDULAHHI,
RAMOTATALAHI, MUTIU, My name sake A.K.A [IYAWO ILE] SOFIAT,
FODILAT, GANIYAT, OLUWABUKUNMI ,ONIBOKI And my villa mate.
IPADEOLA my gist partner, MARIAM My fight partner ESTHER My
hairdresser, UNOWO, YUSUF, LATEEF SOMOD, And My lovely
LANNDLORD. having you around me makes me feel happy , may Almighty
Allah stay with you and never leave you [AMEEN].
Finally my appreciation goes to my personal person, my school Father,
my course mate, RASHEED A.K.A[PAPARASI] I thank you for your support
doing my academic, you have been my back bone since the beginning of my
National Diploma programme may Almighty Allah be with you and bless you
with all you want[AMEEN].
v
 TABLE OF CONTENTS

Title page

Certification

Dedication

Acknowledgement

Table of contents

CHAPTER ONE

1.0 Introduction
1.1 Background to the study
1.2 Statement of the problem
1.3 Research question
1.4 Objectives of the study
1.5 Research hypothesis
1.6 Significance of the study
1.7 Scope of the study
1.8 Definition of terms

CHAPTER TWO

2.0 Literature review

2.1 Introduction
2.2 Conceptual review

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2.3 Theoretical review

CHAPTER THREE

3.0 Research Methodology

3.1 Methodology
3.2 Research design
3.3 Population of the study
3.4 Sample size and sampling techniques
3.5 Method of data collection
3.6 Instrument of data collection
3.7 Method of data analysis
3.8 Historical background of the case study

CHAPTER FOUR

4.0 Data presentation and introduction

4.1 Introduction
4.2 Demographic information on the study
4.3 Testing of hypothesis
4.4 Discussion of findings

CHAPTER FIVE

5.0 Summary, conclusion and recommendation

5.1 Summary
5.2 Conclusion
5.3 Recommendation
Reference

vii
viii
 CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND TO THE STUDY

To a large extent, the social, economic and political development of a

country depends on the quality of manpower that it has at its disposal. In
community on this “Kuznets” said the major manpower of an industrially,
advanced country is not it’s physical equipment, it is the body of knowledge
harnessed from tested findings and discoveries of science and the certainly of
training of its population to use the knowledge.

The important of manpower has forced countries to invest in manpower and

training for example, countries in the developing world emphasize training of
quality manpower because they believe that availability of skilled manpower
world increase the productivity of workers.

Nigerian government has invested on it and has done this by offering

training scholarship and encouraging state government to operate manpower
training schemes. This effort led to the establishment of the federal training center
in 2008 in Nigeria.

In the second development plan (2003-2007), the government also

established three parastatals to train manpower both in private and public sector.
Theses include; the industrial training fund (ITF), Nigeria council of management
development and administrative staff college of Nigeria (LASCON). These
institutions were established in 2003, 2004, and 2005 respectively. Then

1
importance given to training and staff development in any organization cannot be
over emphasized.

Indeed, training is an investment rather than a cost to any organization. In

commenting on this, “Oshisami” said that training is an investment and that
investment is a commitment of resources to be generated in the future. With
training as an investment, the commitment constitutes the cost of training.

Guaranty trust bank plc was incorporated in July 1990, as a private limited
liability company wholly owned by Nigerian individual as institution.

The bank was licensed as a commercial bank in August 1990 and

commercial operation in February 1991.

In September 1996, Guaranty trust bank (GTB) became a publicity quoted

company, wining the prestigious Nigeria stock exchange “presidents merit award
in its first year on stock exchange and gain in the year 2000 and 2003, the bank’s
initial public offer in 2001 and subsequent offer in 20004 were largely successful,
proof of general acceptance by the investment. The bank has always been
committed to awarding excellent cash returns to shareholders on their investment.

In its second year of operation (1991) GT Bank declared a profit after tax
of 42 million, and promptly paid a dividend of 1.25 million to its shareholders.
The following year 1993 and intern divided was paid for the first time. The sum of
(25milllion) was also paid from a profit after tax of 319million. This sets a lasting
tradition and now the bank remains an existing institution in Nigeria that pays both
intern and fund dividends each financial year. Using a base period of November
2001, shareholders have reaped returns over 400% on their investment.

2
 The bank obtained a universal banking license in February 2002 giving
credence as an excellent financial service provider, the bank’s financial capacity to
meets obligations as they fall had led to a credit risk rating by August and co-
limited, one of the foremost credit rating agencies in Nigeria, the bank introduced
e-banking services in the last three years, it has been rated as the best amongst
those of other Nigeria banks. The bank was appointed as a settlement bank by the
central bank of Nigeria (CBN) in 2003.

The bank has over the years, been a recipient of several awards of superior
financial performance, superior customer service delivery excellent share
performance, management efficiency etc. in 2001, it clinched too pearl awards for
quoted companies on the stock exchange in the dividend yield and sectored
leadership categories in 2002, it received the corporate issuers table award from
rulers- SBET Research in 2003, the bank was nominated for, a consumer
sensitively award in the banking sector for consumer services excellence.

The bank’s latest financial statement for 2006/2007, year ended February
28, 2008 shows a group profit before tax of 10.2billion, total assets base plus
contingents over 225billion return on average equity of 59% and earnings per
share of 238 kobo on every ordinary share of 50 kobo held.

To a large extent, the social, economic, and political development a country

depend on the quality of manpower that it has at disposal.

In community on this Kuznets” said the major manpower of an industrially,

advanced country is not it’s physical equipment, it is the body of knowledge

3
harnessed from tested findings and discoveries of science and the certainly of
training of its population to use the knowledge.

The important of manpower has forced countries to invest in manpower and

training for example, countries in the development world emphasize training of
quality manpower because they believe that availability of skilled manpower
increase the productivity of workers.

Nigeria government has invested on it and has done this by offering

training scholarship and encouraging state government to operate manpower
training schemes. This effort led to establishment of the federal training center in
2008 in Nigeria.

In the second development plan (2003-2007) the government also

established three parastatals to train manpower both ion private and public sector.
These includes: the Industrial Training Fund (ITF), Nigeria council of
management development and Administrative Staff college of Nigeria
(LASCON). These institutions were established in 2003, 2004, and 2005
respectively. Then importance given to training and staff development in any
organization cannot be over emphasized.

1.2 STATEMENT OF THE RESEARCH PROBLEM

The global competitiveness and challenges in the business environment has
heightened the desire for effective manpower training and development. Most big
organizations in the globe conduct staff training from time to time. This may be
the reason behind their success and expansion. They have come to realize that any
money set aside for training and development of manpower is not a waste. But it

4
is sad that some businesses in this modern time do not have such for their staff
rather they fire and hire at will. This obviously has affected the operational level
of these businesses. Therefore, this research aims at drawing the attention of
business organizations to the needs to manpower training and development.

1.3 RESEARCH QUESTION

1. Is there any conceptual need for manpower training and development?
2. What are the methods and benefits that can be derive from manpower training?
3. What are the role of manpower training and development in operational
efficiency?
4. What are possible problems facing manpower training and development?
5. Is there any possible way of solving manpower training in an organization?
1.4 OBJECTIVES OF THE STUDY
The main objective of this paper is to highlight on the importance of
manpower training and development in achieving operational efficiency in
organizations.

Specific objectives are:

1. To examine conceptually and theoretically the need for manpower training

and development;
2. To determine methods and benefits of manpower training and development;
3. To determine the role of manpower training and development in achieving
operational efficiency;
4. To determine possible constraints in manpower training and development;
and

5
5. To draw conclusion and give some recommendations for a way forward.

1.5 RESEARCH HYPOTHESIS

1. Ho: There’s no conceptual and theoretical need for manpower training and
development;
Hi: There’s conceptual and theoretical need for manpower training and
development;

2. Ho: There’s no methods and benefits of manpower training and

development;
Hi: There are methods and benefits of manpower training and development

3. Ho: Manpower training and development has nothing to do with

organization efficiency
Hi: Manpower training and development has lots to do with organization
efficiency

4. Ho: There’s no any constraint facing manpower training

Hi: There are many problems facing manpower training which needs quick
attention

5. Ho: There’s no need for any recommendation for manpower training and
development
Hi: There’s need for many recommendation for manpower training and
development, so as for these to provide way out to the problems facing the
organization development

6
7
1.6 SIGNIFICANCE OF THE STUDY
The research shows that a well trained staff will enable the organization
achieve its laudable objectives. Every organization return on investment in
training is most needed.
Beside, no organization can spend money for the fun of it. Such investment
are made on staff training to acquire knowledge and skill which he would plough
back into the organization through the improved performance.
Furthermore, the study will stimulate further research in the areas of impact
of staff trainings on worker’s productivity in the Guaranty trust bank which is the
significance of the study
1.7 SCOPE OF THE STUDY
The areas of making this research are limited to the impact on training on
workers’ productivity in Guaranty trust bank limited, Ilorin. The groups of the
people that encompass in this company include the top management staff, the
middle staff and the operatives of the company.
When we are talking of the top management, these are the director and the
controller of the company while the middle management comprises or shows the
senior managers and the junior mangers who we know as supervising level. Then,
on the operative’s level, these are the workers which are the clerk, mechanist,
factories workers and so on. They have 269 workers presently and this company is
regarded as homogenous company and we can see that big making the fact of this
company we see that training and development in Ilorin here is more the same
with any branch throughout Nigeria.

8
1.8 DEFINITION OF TERMS

i. MANPOWER: Manpower, which is developed through human capital

formation, means much more than population or labour force. Manpower in

the economic sense is the managerial, scientific engineering technical,

craftsman and other skills which are employed on creating, designing,

developing, organizational managing and economic institutions.

ii. PLANNING: It’s a strategy by which organization ensures that right number of

employees with the right talent/ skill occupy the right position of the

organization. It is a deliberate effort put in place to attain a target goals.

iii. DEVELOPMENT: This is a programme designed to provide new ideas and

concepts that may be useful for present and future specification response

which take care of professionals and managers.

iv. EFFECT: This is referred to how frequently and perfectly human or machine

are able to carry out a task leading to a required output that always resulted

to an organizational efficiency effects therefore a means to an end.

v. ORGANIZATIONAL GOALS: This is referred to as two (2) or more people

working together in a coordinated manner to attain group results.

9
 CHAPTER TWO

LITERATURE REVIEW

2.1 INTRODUCTION

The section review the existing literature on training and development

various writers have expressed several views on the subject matter most of these
views are similar according to Beach (2013) the objectives of training is to active
a change in the behavioral of those training in the industrial situation. This means
that the trainees will acquire new manipulated skills technical know wedged
problem solving on the job in such a way as to aid in the achievement of
organization goals then the study of recognize of the important and method of
training and development in which special attention will be placed on the impact it
has on employees performance in achieving greater productivity in the guaranty
trust bank Ilorin branch.

Consequently, Breanch (2011), defined training as the organized procedure

by which satisfaction shouldn’t be confused with motivation, while motivation
refers to the drive and effort to satisfy a want or good, satisfaction refers to the
contentment expressed when a want is satisfied. In other words, motivation
implies a drive outcome already experienced. This means that a person might have
high satisfaction but a low level of motivation for the job, or the reverse might be
the case (Wehrich H S. Kootz 2013).

It is, however, a complex matter lying to unisons motives may be the

channel to hiring. But obscure to others, while at other times but the individual
and those affected by his behavior understand what is driving him. In some

10
situations, especially where stress is involved, the individual concerned may be
totally unaware of his motives while others may see them clearly (Cole, 2016). It
is important for those in managerial or supervisory positions to be aware of these
issues and to take their work, because our understanding of others determines ours
attitudes towards them and the assumption we make about their behavior. If we
assume that a particular worker is hard working and reliable, we tend to treat them
with respondent trust, if we, however, see them as lazy and unreliable we are
likely to treat them with strict control and supervision Mullins (2012) says
people’s behaviours is determined by what motivates them. Their performances
are the product of both ability level and motivation. Therefore, since managing
involves the creations and maintenance of an environment for one performance of
individual working together in group towards the accomplishment of common
objective, it is imperative for managers to know what motivates the people and
what induces people’s behavior. If the manager is to improve the work of the
organization, therefore attention must be given to the level of motivation of its
members. The manager must also encourage staff to direct efforts i.e their driving
force toward the successful attainment of the goals and objectives of the
organization and attitude training involved a sequence of planned experienced
designed to bring about relevant and predictable changes on the job, off the job
within and outside the organization. He explained further that money spent on
training is an investment and no organization can keep mediocre, untrained, ill-
trained or unskilled personnel and expert to make project in a fast changing
technological age. The training function is therefore that of the personnel
department which is assigned the responsibility and authority for the training and
development of personnel.

11
12
2.2 CONCEPTUAL FRAME WORK

Training is a process that develops and improves skills related to

performance. Effective training programmes can result in increased productivity
reduced labor turnover, and greater employer satisfaction. According to Abiodun
(1999). Training is a systematic development of the knowledge, skills and attitude
required by employees to perform adequately on a given task or job.

Employees who have not required adequate training before being assigned
with responsibilities lack the necessary confidence with which to carry out the job.
An employee should be helped to grow into more responsibility by systematic
training and development.

According to Johnson (1996) “organization and management of training: is

an organization whether public or private exists and grows because it provides the
community with goods and services. Similarly, groups of employees may not be in
differences between actual performance and what is needed (standard) thus
productivity suffers. Training can reduce if not eliminated the behaviour of
individual by giving that whatever additional specific items of knowledge or
attitude they need to perform, up to that standard. The terminal objectives of
training as behavior changes are to help achieve optimum use of manpower.

Training and development of human resources is an essential activity in any

organization. Therefore, for better understanding of this concept, it will be of great
significance to review some literature on this concept and probably analyze the
current or modern dimension through which training and development are being
practices when a person is being trained, he is expected to acquire more skills and

13
to increase his/her knowledge which will consequently assist in solving some
technical problems arising from the job performance.

Training usually refer to specific factual and narrow range of control, while
development implies a focus on general decision making and human relations
skills

Nwachuku (1992) define training as “organization effort aimed at helping

an employee to acquire basis skills required for the efficient execution of the
functions for which he was hired”

MCGehee and Thayer (1961) see training as the formal procedures which
an organization uses to facilitate employees learning so that their resultant
behavior contributes to the attainment of the organization as well as the individual
goals and objectives.

Lawal (1993) define training as “the process of increasing knowledge and

skill in doing a particular job. Training is modern language is a planned and
systematic where employees attitude skills at improving current and future
performance by re-orientating them. It is the tool employed by management for
the achievement of the organization’s objective and employees’ growth within an
organization.

Training is a possible educational activity, performance, creating awareness

and the actual impacting of skill whenever such activity man conducted. The
specific of training distinguishes it entirely from education. Training is the
provision of specific job related skills such as operation of machine in the case of
machine operator toward careful identified training needs.

14
 Cole (2002) defines training as any learning activity which is directed
towards the acquisition of specific knowledge and skill for the purposes of an
occupation of task. He contends that the focus of training is the job or task.

Furthermore, training according to Nwachokwu (1988) is an organizational

efforts aimed at helping an employee to acquire basic skills required for the
efficient execution of the functions for which he was hired or employed. On the
other hand, he regards development as the activities undertaken to expose an
employee to perform an additional duties and assume positions of importance in
the organizational hierarchy. Training as it is observed exposes employees to skills
necessary for effective job performance while development goes further to equip
employees with the knowledge required for performing additional responsibility to
a particular task faster and better than before, development may involve exposing
an employee to more challenging tasks.

Lawal (1993) made a distinction between education and training. He said

“education is concerned with increase in general knowledge and understanding of
our total environment while training is concerned with the increasing knowledge
and skill in doing a particular job. It is narrower in conception according to him,
business man also get involved in education process, since they want employees to
have knowledge and understanding of the environment.

2.3 THEORETICAL FRAMEWORK

Until recently there has been a general resistance to investment of training

in the public service because of the believe that “employees hired under a meut
system must be presumed to be qualified, that they were already trained for their

15
jobs and that if this was not so it was evidence that initial selection of personnel
was at fault”. (Stahl, 1976).

This assumption has been jettisoned as the need for training became
obvious both in the private and the public sectors.

Training has become more obvious given the growing complexity of the
work environment, the rapid change in organization and technological
advancement which further necessitates the need of training and development of
personnel to meet the challenges. Many organizations have come to recognize that
training offers away of “developing skills, enhancing productivity and quality of
work and building workers loyalty to the firm”.

Manpower training and development is essential to the existence and

survival of organization. It is common for people to see training and development
as the same thing. However, though they are similar. They are not the same thing.

Training is any learning activity which is directed toward the acquisition of

specific knowledge and skills for the purpose of an occupation or task (Cole
1993).

Ivancevich et al (1994) see training as the systematic process altering

employee’s behaviour to further organization goals.

Thomas (1988) defines training as ‘a process through which experiences

are deliberately offered to trainees to enable them to absorb some new perspective,
understanding, value, attitude, techniques or skills. It involves planned activities
on the part of an organization to increase job knowledge and skills or modify the

16
attitude and social behaviour of its members in the ways that are consistent with
the goals of the organization and the requirements of the job. The overall aim is to
increase or improve a person’s contribution to the achievement of the
organizational goals.

According to Hellriegel and Slocum (1996), training is improving an

employee’s skill to the point where he or she can do the current job. Training is
the process by which members of organizations are thought to acquire knowledge,
skills and abilities they need to perform effectively the job at hand. Training is
directed at the present job.

Training according to Davar (1950), states that its main goal is “To induce
a suitable change in the individual concerned”. It is “to bridge the gap between
existing performance ability and desired performance”.

In a more comprehensive manner, training can be defined as a short term

process that utilizes a systematic and organized activities by which non-
managerial staff acquire the technical knowledge, skills and abilities for specific
purposes in function. Training is “an organized procedure by which people learn
knowledge and skills for a definite purpose”.

Wertherland and Davis (1996) Define development to mean helping

individual worker to handle future responsibilities with little concern for current
duties.

Training and development can also be viewed as formal and informal

activities which bring about change in the skills, knowledge and attitude of
employees for the fulfilment of their individual career and organization goals.

17
 Training and development as stokes (1966) put it rest on the fact that “a
person learns through experience which may be actual, hearing or reading about
the experiences of others”.

Development is the process of building the knowledge and skills of

organizational members so that they will be prepared to take a new responsibility
and challenges. Jones, George and Hill (2000).

According to Carrel and Kuzmits (1982) training is the systematic process

by which employees learn skills, information or attitudes to further organizational
and personal goal. They also stated that “every training system operates with a
philosophy set of beliefs concerning people, productivity and profit”.

In view of Chroden and Sherman Jnr (1980), training is any

organizationally oriented procedure, which is intended to faster learning among
organizational members.

Development on the other hand focuses on building the knowledge and

skills of organizational members so that they will prepared to take on new
responsibilities and challenges. Development is used in relation to the process of
helping managerial employees who perform non-routine jobs to improve their
managerial, administrative and decision making abilities and competence.

18
 CHAPTER THREE

3.1 INTRODUCTION

The system of collecting data for the research project is known as research
methodology. The data may be collected for either theoretical or practical research
for example management research may be strategically conceptualized along with
operational planning method and change management.

3.2 RESEARCH DESIGN

Research method is the way of gathering information for the research study
in other to achieve the objective of the project. The research intend to use survey
method to generate relevant information for both primary and secondary sources
of data. Questionnaire will be distributed to member of the guaranty trust bank to
determine how they are motivated by training in achieving there organization
goals

3.3 POPULATION OF THE STUDY

The population of this project comprises of all the customers and the staff
of the company of guaranty trust bank in Ilorin, as it’s chosen as our case study
because it is well known for this reason it serve as our sampling unit and our
sample size. We chose randomly among the population size, since we cannot deal
with every employee and customer of the bank. The total population of 250
questionnaire are been chosen as our sample size.

3.4 SAMPLE SIZE AND SAMPLING TECHNIQUE

Sampling is a process of selecting a given number or any portion of that
population for the purpose of obtaining information for generalization about the

19
large population, sampling population is used to avoid possible errors in dealing
with population. The population size was narrowed down to determine the sample
size. A statistical formula was used in determining the sample size.
Taro Yamani formula as quoted in Nwa buokei (1969) was applied and it is
stated as follows:
N
n= 2
1+ N (e)

Where n = sample size

N = total population size

1 is constant

e = The assume error margin or tolerable error which is taken as 5%

(0.05).

N
n= 2
1+ N (e)

Where N = 250

e = (0.05)2 (0.0025)

250
n= ❑
1+250 ( 0.0025 )

250
n=
1+0.625

250
n=
1 .625

20
 = 153.846

n = 154

Using Bourley’s proportion allocation formula

n 1(n)
N 1=
N

Where N1 = Element within the sample frame i.e. number allocated to each
class of employee (department).

N = Sample or the proportion of the universe used for the study. (total
sample size).

N = Population of the study i.e. overall employee.

Departments:

6) Administrative and service Dept 62

7) Technical/service Dept 80

8) Customer service dept 35

9) Finance and account dept 40

10) Audit dept 33

Population for the study 250

Administrative and service dept.

21
 62 x 154 9548
N 1= = =38.19=38
250 250

Technical/service dept.

80 x 154 12320
N 1= = =49.28=49
250 250

Customer service dept.

40 x 154 5390
N 1= = =21.56=22
250 250

Finance and account dept.

40 x 154 6160
N 1= = =24.64=25
250 250

Audit dept.

33 x 154 5082
N 1= = =20.32=20
250 250

To cross check:

38 + 49 + 22 +25 + 20

= 154 (sample size)

3.5 METHOD OF DATA COLLECTION

The researcher used different methods of collecting relevant information

opinion etc. method are

22
QUESTIONNAIRE: These are list of questions designed to elicit information
from the respondent by filling in the specific information about a particular
problem, it is obtained and analyzed and interpreted in order to make an effective
business decision.

3.6 INSTRUMENT OF DATA COLLECTION

The questionnaire, interview and personal observations were used for the
collection of the data. The instruments used for the collection of data are meant for
national electric power authority, Ilorin as a case study of the research work.

The questionnaire is rightly used to measure the independent and dependent

variables identified in the research question.

3.7 METHOD OF DATA ANALYSIS

Presenting and analysis the data collected techniques from the researcher of
the research work the statistical techniques with which the various data were
presented in the research work was the tabular form, at the end of which
interpretation were made. The chi-square formula was utilized for analysis and
cross tabulation of data obtained in the courses of this research work.

3.8 HISTORICAL BACKGROUND OF THE CASE STUDY

Guaranty trust Bank Plc was in corporate as a limited liability company

licensed to provide commercial and other banking services to the Nigerian public
in 1990. The Bank commerce operations in February 1991, and has since the
grown to become one of the most respected and service focused banks in Nigeria.

23
 In September 1996, Guaranty trust Bank Plc became a publicly quoted
company and won the Nigerian Stock Exchange President Merit award the same
year and subsequently 2008 and 2009, 2003, 2005, 2006, 2007, 2008 and 2009. In
February 2002, the Bank was granted a universal banking license and later
appointed a settlement bank by the central bank of Nigeria (CBN) in 2003.

Guaranty trust Bank undertook its second share offering in 2004 and
successfully raised over #11 billion from Nigerian Investors to expand its
operation and favorably compete with other global financial institutions. This
development ensured the Bank was satisfactory poised to meet the #25 billion
minimum capital base for banks introduced by the Central Bank of Nigeria in
2005 as part of the regulating body’s efforts to sanitize and strengthen Nigeria
banks post-consolidation Guaranty trust Bank plc made a strategic decision to
actively pursue followed in June 2005, which saw offering, an aggressive
expansion strategy and its vibrant orange identity.

In 2007, the bank entered the history books as the first Nigerian financial
institution to undertake a US$ million regulation and Eurobond issued and a USS
750 million Global Depository Receipt (GDR) offer.

The costing of thee GDRS on the London Stock Exchange in July that year
made the Bank the first Nigerian Company and African Bank to be listed on the
main market of London Stock Exchange.

In the December 2009, Guaranty Trust bank successfully completed the

first tranche of it & 200 million corporate bonds targeted at increasing the depth of
it operation in West Africa and Europe in the next couple of years.

24
 In May 2011 the Bank successfully launched a US$ 500million bond. The
first non-sovereign branch mark bond offering from sub-Sahara Africa (outside
South Africa), to the international community. The highly successful offering
which matures in 2016, went further to show the international finance
community’s believe in the GT Bank brand.

In 2017, the Bank issued a USD 400,000,000 Euro bond at a coupon rate of
6% the least obtained by a Nigerian company in the international capital market
the Euro bond was issued under thee USD 2,000,000 Global medium Term note
programme, which is registered under both Regulation in the United State of
America and rule 144A in the United Kingdom and sold to investors across
Africa, America, Asia and Europe.

25
 CHAPTER FOUR

4.1 INTRODUCTION

These chapters concerned with data presentation, analysis and

interpretation, and also contain the findings.

4.2 DATA PRESENTATION ANALYSIS AND INTERPRETATION

In this section the researcher intends to present the analysis of data

collected from the field through questionnaires administered to the staff. It’s stated
earlier in chapter three (methodology) questionnaires where designed and used
especially to collect data on effect of manpower training and development in
power sector.

SECTION A TABLE 1

ANALYSIS OF BIO-DATA

These diagrams present the sex of the respondent in either male or female.

TABLE 4.1 DISTRIBUTION OF RESPONDENT BY SEX

RESPONDENTS FREQUENCY %

Male 84 54.55

Female 70 45.45

Total 154 100

Source: Field Survey, 2022

26
 The table above shows that 84 respondents were male represent 54.55%, 70
respondents were female representing 45.45%

TABLE 4.2

DISTRIBUTION OF RESPONDENTS BY AGE

RESPONDENTS FREQUENCY %

20-30 60 38.96

31-40 54 35.07

41-above 40 25.97

Total 154 100

Source: Field Survey, 2022

The table above shows that 60 respondents were between 20-30

representing 38.96%, 54 respondents were between 31-40 representing 35.07%,40
respondents representing were between 41 and above representing 25.97%.

TABLE 4.3

DISTRIBUTION OF RESPONDENTS BY MARITAL STATUS

RESPONDENTS FREQUENCY %

Married 65 42.21

Single 49 31.82

Divorced 40 25.97

Total 154 100

Source: Field Survey, 2022

27
 The table show that 65 respondents are still married representing 42.21%,
49 respondents are single representing 31.82% while 40respondent are divorce
representing 25.97%. We can see that there are more married respondents in the
bank

TABLE 4.4

DISTRIBUTION OF RESPONDENTS BY EDUCATIONAL QUALIFICATION

RESPONDENTS FREQUENCY %

S.S.C.E 50 32.47

ND 44 28.57

HND/BSC 40 25.97

Post graduate and above 20 12.99

Total 154 100

Source: Field Survey, 2022

The table shows that 50 respondent has SSCE representing 32.47%, 44

respondents had ND representing 28.57%, 40 respondents had HND/BSC
representing 25.97%, 20 respondent had post graduate and above representing
12.99%.

28
SECTION B

TABLE 4.6: WILL THE COMPANY CONTINUES TO BE RELEVANT IN

THE ECONOMIC ACTIVITIES.

RESPONDENTS FREQUENCY %
Yes 80 51.95
No 74 48.05
Total 154 100
Source: Field Survey, 2022

The table shows that 80 respondents answered yes while 74 respondents

also answered no.

TABLE 4.7

WILL INCREASE OF PRODUCTIVITY RESULT TO THE

IMPROVEMENT JOB PERFORMANCE.

RESPONDENTS FREQUENCY %

Yes 100 64.94

No 54 35.06

Total 154 100

Source: Field Survey, 2022

The table show above those 100 respondents answered yes while 54
respondents also answered no.

29
TABLE 4.8

DO YOU THINK THAT THE MOTIVATING FACTOR PROVIDED BY

THE GOVERNMENT AT THE MOMENT IS EFFECTIVE AND
EFFICIENT TO PROMOTE GREATER WORKER PERFORMANCE?

RESPONDENTS FREQUENCY %

Yes 90 58.44

No 64 41.56

Total 154 100

Source: Field Survey, 2022

The table show above that 90 respondents answered yes while 64

respondents also answered no.

TABLE 4.9

DO YOU THINK PROVISION OF GOOD WORKING ENVIRONMENT

HAS ANYTHING TO DO WITH WORKER PERFORMANCE?

RESPONDENTS FREQUENCY %

Yes 84 54.55

No 70 45.55

Total 154 100

Source: Field Survey, 2022

30
 The table above shows that 84 respondents answered yes while 70
respondents answered no.

TABLE 4.10: THE IDEAL OF HAVING OTHER PROFESSIONAL

TRAINING THE STAFF OF THE TOP IS A GOOD ONE.

RESPONDENTS FREQUENCY %

Yes 85 55.19

No 69 44.81

Total 154 100

Source: Field Survey, 2022

The table above shows that 85 respondents answered yes while 69

respondents also answered no.

TABLE 4.11

COMPUTER CANNOT TAKE THE ROLE OF PROFESSIONAL IN THE

BANK BUT CAN ONLY COMPLEMENT IT.

RESPONDENTS FREQUENCY %

Yes 64 41.56

No 90 58.44

Total 154 100

Source: Field Survey, 2022

31
 The table above shows that 64 respondents answered yes while 90
respondents also answered No.

TABLE 4.12

HAS THE GUARANTY TRUST BANK CREATED A PLACE FOR ITSELF

IN THE AFFAIRS OF NIGERIA ECONOMY?

RESPONDENTS FREQUENCY %

Yes 54 35.06

No 100 64.94

Total 154 100

Source: Field Survey, 2022

The table above shows that 54 respondents answered yes while 100
respondents also answered no.

TABLE 4.13: THE GUARANTY TRUST BANK HAVE BEEN LIVING TO

EXPECTATION IN THE ECONOMY STRUCTURING PROCESS.

RESPONDENTS FREQUENCY %

Yes 80 51.95

No 74 48.05

Total 154 100

Source: Field Survey, 2022

32
 The table above shows that 80 respondents answered yes while 74
respondents also answered no.

4.3 DISCUSSION OF FINDINGS

This study was aimed at achieving some stated objectives. This research
posited some hypothesis in the beginning of this study. After the analysis, we
discovered the following:

 The progress of guaranty trust bank is directly related to the quality of

its training policy.
 Training of the employees increased their better understanding of the
job.
 That training and development is a greatly instrument for achieving
organizational effectiveness.
 That training and development enhance job performance.
 That training and development programmes are directly related to
employee performance.
 The technological innovation affects the content nature and training
needs of the organization.
 The selection criterion gives equal opportunity to all categories of
workers.
 Good training is responsible for employee’s efficiency and effectiveness
in their work place.
 The attitude of top management towards training is very serious and
encouraging.

33
  That training and development have an impact on employee
performance.
CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

5.1 SUMMARY OF FINDINGS

Training and development has made Guaranty Trust Bank (GTB) of

Nigeria as training center for developing all levels of its employees using on the
job training. The approach allows staff to acquire training internally and oversea.

Provision of training by Bank has enabled the employees to increase their

competencies and effectiveness in the performance of their duties and develop
their potential and ultimately prepare employee adequately to assume higher
responsibility on their job.

In fact it is an undisputable fact that training and development is a great

instrument for achieving organizational effectiveness

Some people wonder why contemporary organization are spending huge

amount of money on employee training and development in order to cope with
challenge possess by the dynamic business environment

5.2 CONCLUSION

The research made it possible to an in depth looks in to training and

development in an organization despite the fact research work reveals a low

34
correlation between training and development programmes and employees
performance. The need for training in organization cannot be over emphasized

Training and organization effort aimed at employee to acquire basis skills

and knowledge required for the effective and efficient executive of his functions
for which has hired while development deals with additional duties and assume
position of performance in the organizational excellence training in a achievement
of the organizational objectives and employees growth within an organization

It is pertinent to not that training should be undertaken for the sake of it. It
must be geared towards the objective of the organization. This is relatively
important because organization differ in culture and structure. In order to work out
a training programme, the training of each company have to be assessed

It is essential to know that the present skills are based in the objectives of
the labour resources cannot be concerns for nation educational institutional alone.
It is also the responsibility of the institution of perform the training function.

In conclusion, training and development has guaranty trust bank of Nigeria

to improve employees morale and boost their sense of commitment on the job and
has increase their knowledge and skills.

5.3 RECOMMENDATION

Although, training and development has been recognized to be vital factors

in achieving the organization goal however the low correlation between training
and development has been recognized to be vital factor in achieving the
organizations goal however the low correlation between training and development

35
and employee performance in guaranty trust bank is an indication that some
recommendation will be required for training and development to achieve the
desire goals.

The following are some of the recommendations offered by the researcher.

Follow up should be carried out after training and development as to be able to
assess the worth of training vice-versa the skills acquired make the employee
believe that training and development is vital to his performance in other words, a
comprehensive feedback mechanism from control should be instituted. A good
consultant should be selected to impact knowledge on employee’s individual areas
of weakness that are identified.

Employees should be trained often apart from the initial training they have.
Top-level staff should encourage low-levels staff to give due recognition and
seriousness to the organization training and development.

The organization should be assisted on academic qualifications as criteria

for selecting employees for training programme. Equipments and other facilities
should be made available in order for employee to practices knowledge and skills
acquired from the induction programme.
Government should make it mandatory that organizations should register
with Industrial Training Fund (ITF) and prosecute defaulting organizations who
fail to train in a year in service training or self-development with pay should be
encourage by the organization. Trading should be reviewed to meet the
requirement of the organization. There should be free flow of communication
within and outside the organization in terms of training policy.

36
 Training most encourage employee to acquire skills and experience under
good environment condition. All employees must be equally treated so that they
have equal chance of being selected for training programme.

37
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