Manpower Development And Utilization In Nigerian Banks.
Abstract
Globally, there has been a growing recognition of the indispensable role of human capital formation in the attainment of organizational and societal goals.
Manpower development and utilization in the Nigerian banking sector is not only a challenge which has been facing the industry but has also contributed substantially in the bank failures in the past.
In the same vein, it is an established fact that human resource is an indispensable aspect of public administration and governance.
Training and development of banks employees has been abandoned in pursuit of profit objective that somersaults as a result of quality of employees in the banks.
This problem of human resources is compounded by the fact that while there is a lot of unemployment, there are many vacancies that remain unfilled because the available manpower do not match the requirements of the job.
Hence, the need for empirical study to examine manpower development and utilization in the Federal Mortgage Bank of Nigeria (FMBN) has become imperative.
Hence, the study investigated Manpower Development and Utilization in Nigerian Banks using Federal Mortgage Bank of Nigeria (FMBN). A survey research design was adopted and data was collected through both primary and secondary sources.
The population of this study is made up of 785 staff of the Federal Mortgage Bank of Nigeria who is working in the 39 branches of the bank in Nigeria in various departments. A Purposeful sampling technique was used to select the bank in the study.
TABLE OF CONTENTS
Title Page i
Declaration ii
Approval iii
Dedication iv
Acknowledgments v
List of Tables vii
List of Figures viii
Abstract ix
CHAPTER ONE INTRODUCTION
- Background of the Study 1
- Statement of the Problem 5
- Objectives of the Study 6
- Research Questions 7
- Hypotheses 7
- Scope of the Study 7
- Significance of the Study 8
- Limitations of the Study 8
- Definition of Terms 9
- Profile of the Multinational Oil Companies 10
References
CHAPTER TWO
REVIEW OF RELATED LITERATURE
- Conceptual Framework 13
- Origin of Human Resource Development 13
- Human Resources Management Defined 15
- Manpower Development 21
- Meaning of Manpower Development 22
- Approaches to Manpower Development 36
- Training Needs 39
- Manpower Utilization 45
- Manpower Development Programmes 48
- Typologies of Training Programme 52
- Training Programmes in Federal Mortgage Bank of Nigeria 57
- Benefits of Leadership Training to Public Enterprises 63
- Criteria for Determining Training Needs 67
- Choosing Trainees for Manpower Development Programmes 71
- Manpower Utilization and Productivity 72
- Manpower Utilization in FMBN 75
- Membership of Committees and Junior Board 78
- Relationship between HRM and HRD 79
- Theoretical Framework 80
- Human Capital Theory 80
- The Expectancy Theory 80
- The Goal Theory 81
- Attraction Selection Attrition Theory 81
- The General System Theory 82
- The Wendel French Process Systems Theory 85
- Empirical Review 86
- Summary and Gap in the Reviewed Literature 88
References
CHAPTER THREE RESEARCH METHODOLOGY
- Introduction 98
- Research Design 98
- Sources of Data 98
- Primary Sources of Data 98
3.3.2 Secondary Sources of Data 99
- Population of the Study 99
- Sample andSampling Procedure 100
- The Sample Size 100
- The Sampling Procedure 101
- Method of Data Analysis 102
- Document Observation 102
- Questionnaire Instrument 103
- Validity of the Instrument 104
- Reliability of the Instruments 104
- Decision Rule 107
References
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
- Introduction 109
- Distribution and Return of Questionnaire 109
- Data Presentation 111
- Analysis of Demographic Information of the Respondents 112
- Descriptive Analysis of Research Questions 117
- Test of Hypotheses One to Three 134
CHAPTER FIVE
SUMMARY OF FINDINGS CONCLUSIONS AND RECOMMENDATIONS
- Summary of Findings 137
- Conclusion 138
- Recommendations 138
- Contributions to Knowledge 139
- Suggestion for Further Study 140
References
INTRODUCTION
Human resource is an indispensable aspect of public administration and governance. Globally, there has been a growing recognition of the indispensable role of human capital formation in the attainment of organizational and societal goals.
Ndiomu (1992: 34) defines human resources as comprising “of men and women, young and old who engage in the production of goods and services and who are the greatest assets of the organization”.
There is no doubt the fact that no meaningful national development can be divorced from the quality of a country’s manpower.
Thus, trained and skilled manpower of any nation or organization are her or its greatest wealth and asset for delivering on the nation’s or organizational policies and programmes.
REFERENCES
Adebayo, A. (2001). Principles and Practice of Public Administration in Nigeria.Ibadan: Spectrum Books Ltd.
Adebayo, A. S. (1981). Principles and Practices of Public Administration in Nigeria. Ibadan: Spectrum Books Limited.
Agalamanyi, C. U. (2002). Manpower Training and Development in the Local Government System in Nigeria: The Role of the Local Government Service Commission, In E. O. Ezeani and B.C. Nwankwo (eds), Human Resource Management in the Local Government System in Nigeria, Nsukka: AP Express Publishers.
Ajileye, J. A. (1992). Staff Welfare Scheme: A Strategy for Motivation, In A.D Yahaya and C.I. Akinyele (eds); New Trend in Personnel Management, ASCON, Badagry- Lagos.
Ake, C. (1979). The Oil Boom and its Problems. Nigeria Institute of Journalism. 8th Annual Oil Seminar, 158-161.
Akerejola, O. (2004). “Recipe or Rapid Development,” Newswatch, p.26. Akinyele, C. I. (1992). “Model of Training: The Ministerial Training Committee
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