TRAINING AND DEVELOPMENT OF HUMAN RESOURCES AS A CRITICAL FACTOR IN BANKING OPERATIONS. (A CASE STUDY OF FIRST BANK OF NIGERIA PLC. ENUGU MAIN BRANCH)
TRAINING AND DEVELOPMENT OF HUMAN RESOURCES AS A CRITICAL FACTOR IN BANKING OPERATIONS.
(A CASE STUDY OF FIRST BANK OF NIGERIA PLC. ENUGU MAIN BRANCH)
ABSTRACT
This research work is aimed at finding the effect of training development in Banking Operation.
The purpose is to determine the relationship between the level of productivity and human resources, training and development, discover the causes of high labour failure in bank. Also to determine whether the availability and development opportunities motivate staff of the banks, to enable them sick firmly to the service of the banks.
In conducting the research the researcher used oral interview, questionnaires and personal observations to collect the necessary data required. A sample size of 53 (fifty three) of First Bank Plc. Were studies. The data collected were statistically analysed by the use of percentage. On the application, it was discovered that training and development opportunities motivate workers and improves the level of job performance of the staff of the banks. Despite the fact that substantial number of banks employees have been trained, their performance is not encouraging.
Based on the above finding, the following recommendations were made. Banks should ensure that their training programme will structured and planned equal opportunity for training and development should be given to every member of the staff at all levels. Training programme should be supported with adequate job rotation and assignment. Training should be structured to cover many of the practical aspect of banking services.
Trainers also should be equipped with materials and should ensure regular training for trainers to enable them update their knowledge.
The researches are also recommends that banks should keep this work and refers to it when ever a training and development programme is being designed. The idea of dumping research work in the archive without and meaningful use of them is ill concerned.
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Significances of the stuffy
1.5 Scope, Limitation and Delimitation
1.6 Research design
1.7 Research hypothesis
1.8 Definitions of terms
References
CHAPTER TWO
2.0 REVIEW OF RELATED LITERATURE
2.1 Introduction
2.2 What is training
2.3 Importance of training and development programme
2.4 Principles of learning
2.5 Understanding training and development needs
2.6 On – the – job training
2.7 Evaluation of training and development
References
CHAPTER THREE
3.0 RESEARCH DESIGN AND METHODOLOGY
3.1 Research design
3.2 Area of study
3.3 Population
3.4 Samples and sample techniques
3.5 Instrument of data collection
3.6 Methods of data presentation
3.7 Methods of data analysis
References
CHAPTER FOUR
4.0 DATA PRESENTATION AND ANALYSIS
CHAPTER FIVE
5.0 FINDING, RECOMMENDATION AND CONCLUSION
5.1 Finding
5.2 Recommendation
5.3 Conclusion
References
Bibliography
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
As man invested tool, weapons, clothing, shelter and language, the need for training becomes an essential ingredient in the match to civilization. Whether our ancestors stumbled upon, or invested the faces of civilization is of relatively little significant. What is more important is that man has ability to pass on to others the knowledge and scull gained in mastering circumstances? This was done by deliberate examples, by signs and words through these devices, the development process call training was another successful way we say that learning took place and acknowledge or skill was transferred. The ninth century (ninth century) ushered in an era of social legislation and with it sizeable change in the concept of workers organization. Through all changes however and constantly developing emphasis has seen upon quality training of workers, and this has culminated in the stanch support of the trade unions for any legislation that provides a wide range of vocational education. One of the objectives of every organization should be to opting their parities for its employees to optimize their performance in pursuit of the organizational governs. With its end in view, it may be profitable also to help employees fill that the organization cares for them as people there is more like school of their responding willingly to satisfy the needs of the concern.
When we consider training there fore, we are seeking by any instructional or experimental means to development a person’s behaviors pattern in other to achieve a standard of level of performance. Learn therefore, is an essential prerequisite for adequate performance in one’s occupation whatever the job may be. The importance of human resource to any organization whether public or private has long been identified. Organizational objective such as profit maximization, share of market and social responsibilities cannot be fulfilled without human beings who co–ordinate the activities of the organization using others factors of production. The realization of the value of human “Capital” to any organization has led to a proposal by experts that people should be classified as “Assets” and to be so recorded in accounting as records.
Investment in human capital is a worthy and necessary expenditure of an organization is to discharge its legal, statutory and social responsibilities to its owners, its public and society at large.
The indisputable reason why training of employees should be a revaluing undervaluing is because of changes posed by modern technology. Takes place every minute, hour, day, etc. and the world is faced with an era of technological advancement that can make already acquired still obsolete. Training therefore is not retracted to new employees or old employees, but to both, and even to senior management personnel.
Training brightens employees, and attitude towards their works. The inturn improves job performances at all levels, which facilitate the realization of both individual and organizational objectives.
Banking business in Nigeria started in 1892, by African banking Corporation.
The bank was taken over by now West Africa, now first bank in 1894, Barclay’s Bank, and now Union Bank was established on 1917.
The two expatriate banks dominated the banking scene until 1933, when national Bank of Nigeria was established many indigenous banks were established between 1929, and 1952. But most of them failed due to probably, to poor management lack of training, part from low capitalization and staff. Competition from foreign owned banks only three indigenous banks and the two foreign banks survived the period by 1952, the first bank ordinance was introduced. It stipulated the minimum Capital based and licensing for banks. The period that followed, 1952 to 1970, there was no new banks established in Nigeria presumably because of the impact of regulation and the civil war (1967- 1970).
The periods 1959 – 1986 witnessed the era of regulation. The central bank of Nigeria was established in 1959 with to promote and integrated the Nigeria federal system. The central bank of Nigeria encouraged the development of money and capital markets. It also encouraged human resources development in banking industry: Other useful developments without the period that affected human resources development in bare are:
a.. The Companies Decree (1968) which made it mandatory for all Companies in Nigeria, Including banks of register locally and be subjected to Nigeria laws.
The community banks, a unit of banking system meant mainly for rural communities started springing up towards the end of 1990, As at may 1991, there were 120 (one hundred & twenty) merchants and commercial banks excluding central bank of Nigeria, four Development Banks, peoples banks and community banks.
The federal saving banks were recently converted to what they call a whole commercial bank, instead of a development bank. The rapid growth within the industry and financial system as whole has over stretched the management cadre of banks. It has created rapid up-liftment and promotion for many staff training and retaining to maintain a high level of competence with the industry.
1.2 STATEMENT OF THE PROBLEM
This study is concerned with the problem of training and development of human resources as a critical factor in banking operations.
Before the establishment of central bank 1959, Training of Nigeria Bankers was not taken seriously by most banks, especially the foreign owned banks.
There was a gentleman’s agreement within the foreign owned banks on competition for business and staff. Expect in big cities, one could not see offices of two foreign banks in the same town and mobility of staff among them was not allowed. However, the indigenous banks had to snatch some Nigerians from these banks to survive, since they needed some experienced hands. It is record that foreign banks in the early parts of the century employed Nigerians mainly as menials and clerks their management and intermediate staff were expatriates, Unit the seventies one could see many white faces of accountants managers and office executives in banks.
There were no conscious effort to group Nigerians for management position, infect, the Calibre of people employed were either drop out from schools so that they could stay long on the jobs.
The first banking institution that opened a training center locally was Union bank in 1956. First bank did not have a local training center until 1960. United Bank for Africa, which opened its door for business in 1961, did not start a training center until 1975. The Savannah Bank for merely bank of America, did not have a training center until 1976, even through its first office was opened for business in 1960. NAL merchant bank only established a training center in 1988, after 28 years in business. However some banks are know to have set up training centers within a short time after establishment.
Despite all the efforts towards human resources development and by banks, One still observes long queues whenever he comes to deposited money, withdrawal of money or for any other service rendered by the bank.
Secondly, the rate of labour turnover in banks especially commercial banks is very high compare with what is used to there is no doubt that this high rate of mobility contributes to the poor services rendered by banks.
The objectives of the study are:
1.4 SIGNIFICANCE OF THE STUDY
This research work will be an immense benefit to the following:
SCOPE
This study covers the Enugu Main Branch of First Bank of Nigeria Plc through the study was carried in the main branch. Any other reference to materials, other banks activities e.t.c., is for the purpose of clarity, and vivid understanding of the subject topic, and will be within the scope of his study.
LIMITATION
It is to be noted that study is greatly handicapped by paucity of information on training activities in First Bank Plc. Questionnaires sent to some staff have not responded till the time of writing, despite several reminders, while those who responded left some vital columns unanswered. Other inhibiting factors to the smooth carrying out of the research work include:
DELIMITATION
This study would have covered all the branches to First Bank of Nigeria Plc, but because of time constraint and finance, the researcher limited her research at Enugu Main Branch.
1.6 RESEARCH QUESTIONS
To guide the study of research question the following are included:
The proposition of this study are based on the following assumption.
H0: Training and development does not improve the level of job performance of the staff of the banks.
HI: Training and development has improved the level of job performance of the staff of the banks.
H0: Availability of training and development opportunities does not have any effect on the rate of labour turn in the banks.
Hi: Availability of training and development opportunities has any effect on the rate of labour turn in the banks.
H0: Training and development opportunities does not motivate workers?
Hi: Training and development opportunities have motivated workers?
H0: Human resources, training and development does not improve the profitability position of banks?
Hi: Human resources, training and development have improved the profitability position of banks?
Training:- This is a process of preparing somebody to perform a particular job or skill well.
Development:- This is defined as the action or process by which something or somebody grows or becomes larger, more advanced or more organized.
Banking: The banking ordinance enacted in 1952 defined banking as the business of receiving from the public on current account money which is to be repayable on demand by cheque and making advances to customers.
BANKING OPERATION: This is a process where the bank operates their business or services to their customers. And it is also a way the bank renders services to every individual.
HUMAN RESOURCES: This refers to both its population and the quality of skill that they have acquired through education, trained and experience. Human resources constitute the ultimate basis for the wealth of nations.
Human resources embrace those activities designed to provide for and coordinate the human resources of an organization. It involves all management decision and practices that directly affect or influences the people who work for the organization.
REFERENCES
Craig Robert (2000): Training and Development and Book, McGraw Hill: International Book Company Pp.352-336.
Armstrong .M. (2001): A Handbook of Personal Practice
London: Kagan Page Limited P.126.
Ubeku A.K. (2000): Personal Management in Nigeria, Nigeria
Etope Publishing Corporation.
Chisnall P.M. (2000): Marketing: A Behaviour analysis
McGraw-Hill Book Company (UK) Ltd London P.7.
Flippo, E. (1999): Principles of Personnel Management
Third Edition, McGraw-Hill Book Company New York. P.14.
Ogbo, A.I (2002): “Entrepreneurial Development: A Prelude to Capacity Building” Journal of the Order of the Knights of St. Mulumba Nigeria P.14.
Ile N.M. (2001): Small Business Management: An Integrated Approach Nigeria. Otuson Nigeria Limited Enugu-Nigeria P.20.
Download our android mobile app for more materials
ORDER NOW
COMPLETE MATERIAL COST N2,500 Or $10. FRESH PROJECT MATERIAL COST 50,000 NAIRA FOR UNDERGRADUATE, OTHERS 100,000 -200,000 NAIRA.
THE NATURE AND CONSEQUENCES OF JUVENILE DELINQUENCY IN NIGERIA: A STUDY OF ENUGU NORTH LGA, ENUGU STATE
Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
Account Number: 0117780667.
Swift Code: GTBINGLA
Dollar conversion rate for Naira is 175 per dollar.
ATM CARD: YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANK SECURITY FOR GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY.
OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.
form>DELIVERY PERIOD FOR BANK PAYMENT IS LESS THAN 24 HOURS
CALL OUR CUSTOMERS CARE OKEKE CHIDI C ON : 08074466939,08063386834.
AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO
08074466939 or 08063386834, YOUR PROJECT TITLE YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.
WE HAVE SECURITY IN OUR BUSINESS.
(A CASE STUDY OF FIRST BANK OF NIGERIA PLC. ENUGU MAIN BRANCH)
ABSTRACT
This research work is aimed at finding the effect of training development in Banking Operation.
The purpose is to determine the relationship between the level of productivity and human resources, training and development, discover the causes of high labour failure in bank. Also to determine whether the availability and development opportunities motivate staff of the banks, to enable them sick firmly to the service of the banks.
In conducting the research the researcher used oral interview, questionnaires and personal observations to collect the necessary data required. A sample size of 53 (fifty three) of First Bank Plc. Were studies. The data collected were statistically analysed by the use of percentage. On the application, it was discovered that training and development opportunities motivate workers and improves the level of job performance of the staff of the banks. Despite the fact that substantial number of banks employees have been trained, their performance is not encouraging.
Based on the above finding, the following recommendations were made. Banks should ensure that their training programme will structured and planned equal opportunity for training and development should be given to every member of the staff at all levels. Training programme should be supported with adequate job rotation and assignment. Training should be structured to cover many of the practical aspect of banking services.
Trainers also should be equipped with materials and should ensure regular training for trainers to enable them update their knowledge.
The researches are also recommends that banks should keep this work and refers to it when ever a training and development programme is being designed. The idea of dumping research work in the archive without and meaningful use of them is ill concerned.
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Significances of the stuffy
1.5 Scope, Limitation and Delimitation
1.6 Research design
1.7 Research hypothesis
1.8 Definitions of terms
References
CHAPTER TWO
2.0 REVIEW OF RELATED LITERATURE
2.1 Introduction
2.2 What is training
2.3 Importance of training and development programme
2.4 Principles of learning
2.5 Understanding training and development needs
2.6 On – the – job training
2.7 Evaluation of training and development
References
CHAPTER THREE
3.0 RESEARCH DESIGN AND METHODOLOGY
3.1 Research design
3.2 Area of study
3.3 Population
3.4 Samples and sample techniques
3.5 Instrument of data collection
3.6 Methods of data presentation
3.7 Methods of data analysis
References
CHAPTER FOUR
4.0 DATA PRESENTATION AND ANALYSIS
CHAPTER FIVE
5.0 FINDING, RECOMMENDATION AND CONCLUSION
5.1 Finding
5.2 Recommendation
5.3 Conclusion
References
Bibliography
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
As man invested tool, weapons, clothing, shelter and language, the need for training becomes an essential ingredient in the match to civilization. Whether our ancestors stumbled upon, or invested the faces of civilization is of relatively little significant. What is more important is that man has ability to pass on to others the knowledge and scull gained in mastering circumstances? This was done by deliberate examples, by signs and words through these devices, the development process call training was another successful way we say that learning took place and acknowledge or skill was transferred. The ninth century (ninth century) ushered in an era of social legislation and with it sizeable change in the concept of workers organization. Through all changes however and constantly developing emphasis has seen upon quality training of workers, and this has culminated in the stanch support of the trade unions for any legislation that provides a wide range of vocational education. One of the objectives of every organization should be to opting their parities for its employees to optimize their performance in pursuit of the organizational governs. With its end in view, it may be profitable also to help employees fill that the organization cares for them as people there is more like school of their responding willingly to satisfy the needs of the concern.
When we consider training there fore, we are seeking by any instructional or experimental means to development a person’s behaviors pattern in other to achieve a standard of level of performance. Learn therefore, is an essential prerequisite for adequate performance in one’s occupation whatever the job may be. The importance of human resource to any organization whether public or private has long been identified. Organizational objective such as profit maximization, share of market and social responsibilities cannot be fulfilled without human beings who co–ordinate the activities of the organization using others factors of production. The realization of the value of human “Capital” to any organization has led to a proposal by experts that people should be classified as “Assets” and to be so recorded in accounting as records.
Investment in human capital is a worthy and necessary expenditure of an organization is to discharge its legal, statutory and social responsibilities to its owners, its public and society at large.
The indisputable reason why training of employees should be a revaluing undervaluing is because of changes posed by modern technology. Takes place every minute, hour, day, etc. and the world is faced with an era of technological advancement that can make already acquired still obsolete. Training therefore is not retracted to new employees or old employees, but to both, and even to senior management personnel.
Training brightens employees, and attitude towards their works. The inturn improves job performances at all levels, which facilitate the realization of both individual and organizational objectives.
Banking business in Nigeria started in 1892, by African banking Corporation.
The bank was taken over by now West Africa, now first bank in 1894, Barclay’s Bank, and now Union Bank was established on 1917.
The two expatriate banks dominated the banking scene until 1933, when national Bank of Nigeria was established many indigenous banks were established between 1929, and 1952. But most of them failed due to probably, to poor management lack of training, part from low capitalization and staff. Competition from foreign owned banks only three indigenous banks and the two foreign banks survived the period by 1952, the first bank ordinance was introduced. It stipulated the minimum Capital based and licensing for banks. The period that followed, 1952 to 1970, there was no new banks established in Nigeria presumably because of the impact of regulation and the civil war (1967- 1970).
The periods 1959 – 1986 witnessed the era of regulation. The central bank of Nigeria was established in 1959 with to promote and integrated the Nigeria federal system. The central bank of Nigeria encouraged the development of money and capital markets. It also encouraged human resources development in banking industry: Other useful developments without the period that affected human resources development in bare are:
a.. The Companies Decree (1968) which made it mandatory for all Companies in Nigeria, Including banks of register locally and be subjected to Nigeria laws.
- Indigenization Decree (1972), which introduced the system of deliberate. Nigerianization.
- The acquisition of Controlling shares in the three big expatriate banks. The period 1986, to date is called the second banking boom Era, because of the rapidity with which banks were established due to deregulation of the economy. The Government and private sectors now rely on the banks for the allocation of human resources. The industry 12 (twelve) merchant and 29 (twenty- nine) Commercial banks in 1986, but be December 1990, there was 48 (forty – eight) merchant banks and 58 (fifty – eight) Commercial banks apart from 5 (five) development banks and the peoples established in 1989.
The community banks, a unit of banking system meant mainly for rural communities started springing up towards the end of 1990, As at may 1991, there were 120 (one hundred & twenty) merchants and commercial banks excluding central bank of Nigeria, four Development Banks, peoples banks and community banks.
The federal saving banks were recently converted to what they call a whole commercial bank, instead of a development bank. The rapid growth within the industry and financial system as whole has over stretched the management cadre of banks. It has created rapid up-liftment and promotion for many staff training and retaining to maintain a high level of competence with the industry.
1.2 STATEMENT OF THE PROBLEM
This study is concerned with the problem of training and development of human resources as a critical factor in banking operations.
Before the establishment of central bank 1959, Training of Nigeria Bankers was not taken seriously by most banks, especially the foreign owned banks.
There was a gentleman’s agreement within the foreign owned banks on competition for business and staff. Expect in big cities, one could not see offices of two foreign banks in the same town and mobility of staff among them was not allowed. However, the indigenous banks had to snatch some Nigerians from these banks to survive, since they needed some experienced hands. It is record that foreign banks in the early parts of the century employed Nigerians mainly as menials and clerks their management and intermediate staff were expatriates, Unit the seventies one could see many white faces of accountants managers and office executives in banks.
There were no conscious effort to group Nigerians for management position, infect, the Calibre of people employed were either drop out from schools so that they could stay long on the jobs.
The first banking institution that opened a training center locally was Union bank in 1956. First bank did not have a local training center until 1960. United Bank for Africa, which opened its door for business in 1961, did not start a training center until 1975. The Savannah Bank for merely bank of America, did not have a training center until 1976, even through its first office was opened for business in 1960. NAL merchant bank only established a training center in 1988, after 28 years in business. However some banks are know to have set up training centers within a short time after establishment.
Despite all the efforts towards human resources development and by banks, One still observes long queues whenever he comes to deposited money, withdrawal of money or for any other service rendered by the bank.
Secondly, the rate of labour turnover in banks especially commercial banks is very high compare with what is used to there is no doubt that this high rate of mobility contributes to the poor services rendered by banks.
- OBJECTIVES OF THE STUDY
The objectives of the study are:
- To determine the influence of human resources training and development on the operations of the banks.
- To determine whether there is any relationship between labour turnover and availability of training and development opportunities in banks.
- To identify the training and development opportunities available to staff of banks.
- To find out the number of staff trained each year, and how it has affected their performance at work.
- To find out whether staff of the banks see the training and development programme as motivating and means of job enrichment and satisfaction.
- To find out the type of training available method and place of training.
- To identify the workers performances before method and after training courses.
1.4 SIGNIFICANCE OF THE STUDY
This research work will be an immense benefit to the following:
- Banks in Nigeria: This study will help the management of the banks in First Bank Plc, main branch.
- Bank Customers: An improved banking service will save the customers that time they waste in the banks they are attend to.
- Nigeria Economy: The research work will help to alleviate all battered economy.
- Banks Staff: When banks realize the need for human resources training and development, their employees will no doubt have a greater opportunity of being trained. This will help in developing and shaping their future.
- SCOPE, LIMITATION AND DELIMITATION SCOPE
SCOPE
This study covers the Enugu Main Branch of First Bank of Nigeria Plc through the study was carried in the main branch. Any other reference to materials, other banks activities e.t.c., is for the purpose of clarity, and vivid understanding of the subject topic, and will be within the scope of his study.
LIMITATION
It is to be noted that study is greatly handicapped by paucity of information on training activities in First Bank Plc. Questionnaires sent to some staff have not responded till the time of writing, despite several reminders, while those who responded left some vital columns unanswered. Other inhibiting factors to the smooth carrying out of the research work include:
- Finance: The researcher was unable to cover all the branches of First Bank Plc due to the economic hardship facing the nation presently.
- Time Constraints: The time provided for that execution of this study is rather too short for a thorough and detailed research on this topic.
- Lack of Co-operation from Respondents: Some of the respondents who are in positions to give information are secrets, which should not be disclosed. Some to them even fed the researcher with wrong information.
- Late Returning of Questionnaire: Some of the respondents did not return the questionnaires given to them and some returned their own very late they were as good as not returned.
- Pressure of the Course Work: The combination of lecture, and this research work did not give the researcher enough time to carry out a thorough study of the subject topic.
DELIMITATION
This study would have covered all the branches to First Bank of Nigeria Plc, but because of time constraint and finance, the researcher limited her research at Enugu Main Branch.
1.6 RESEARCH QUESTIONS
To guide the study of research question the following are included:
- Does training and development of human resources have any influence on the level of performances of the bank?
- What relationship exists between turnover and availability of training development opportunities in the banks?
- What type of training opportunities is available to the staff of a bank?
- Does the number of staff trained each year affect the performance of works in the bank?
- RESEARCH HYPOTHESIS
The proposition of this study are based on the following assumption.
H0: Training and development does not improve the level of job performance of the staff of the banks.
HI: Training and development has improved the level of job performance of the staff of the banks.
H0: Availability of training and development opportunities does not have any effect on the rate of labour turn in the banks.
Hi: Availability of training and development opportunities has any effect on the rate of labour turn in the banks.
H0: Training and development opportunities does not motivate workers?
Hi: Training and development opportunities have motivated workers?
H0: Human resources, training and development does not improve the profitability position of banks?
Hi: Human resources, training and development have improved the profitability position of banks?
- DEFINITION OF TERMS
Training:- This is a process of preparing somebody to perform a particular job or skill well.
Development:- This is defined as the action or process by which something or somebody grows or becomes larger, more advanced or more organized.
Banking: The banking ordinance enacted in 1952 defined banking as the business of receiving from the public on current account money which is to be repayable on demand by cheque and making advances to customers.
BANKING OPERATION: This is a process where the bank operates their business or services to their customers. And it is also a way the bank renders services to every individual.
HUMAN RESOURCES: This refers to both its population and the quality of skill that they have acquired through education, trained and experience. Human resources constitute the ultimate basis for the wealth of nations.
Human resources embrace those activities designed to provide for and coordinate the human resources of an organization. It involves all management decision and practices that directly affect or influences the people who work for the organization.
REFERENCES
Craig Robert (2000): Training and Development and Book, McGraw Hill: International Book Company Pp.352-336.
Armstrong .M. (2001): A Handbook of Personal Practice
London: Kagan Page Limited P.126.
Ubeku A.K. (2000): Personal Management in Nigeria, Nigeria
Etope Publishing Corporation.
Chisnall P.M. (2000): Marketing: A Behaviour analysis
McGraw-Hill Book Company (UK) Ltd London P.7.
Flippo, E. (1999): Principles of Personnel Management
Third Edition, McGraw-Hill Book Company New York. P.14.
Ogbo, A.I (2002): “Entrepreneurial Development: A Prelude to Capacity Building” Journal of the Order of the Knights of St. Mulumba Nigeria P.14.
Ile N.M. (2001): Small Business Management: An Integrated Approach Nigeria. Otuson Nigeria Limited Enugu-Nigeria P.20.
Download our android mobile app for more materials
ORDER NOW
COMPLETE MATERIAL COST N2,500 Or $10. FRESH PROJECT MATERIAL COST 50,000 NAIRA FOR UNDERGRADUATE, OTHERS 100,000 -200,000 NAIRA.
THE NATURE AND CONSEQUENCES OF JUVENILE DELINQUENCY IN NIGERIA: A STUDY OF ENUGU NORTH LGA, ENUGU STATE
MAKE YOUR PAYMENT INTO ANY OF THE FOLLOWING BANKS:
GTBANK
Account Name : Host Link Global Services Ltd
ACCOUNT NUMBER: 0138924237
Account Name : Host Link Global Services Ltd
ACCOUNT NUMBER: 0138924237
First Bank:
Account Name: Chi E-Concept Int’l
Account Name: 3059320631
Account Name: Chi E-Concept Int’l
Account Name: 3059320631
Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
Account Number: 0117780667.
Swift Code: GTBINGLA
Dollar conversion rate for Naira is 175 per dollar.
ATM CARD: YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANK SECURITY FOR GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY.
OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.
form>DELIVERY PERIOD FOR BANK PAYMENT IS LESS THAN 24 HOURS
CALL OUR CUSTOMERS CARE OKEKE CHIDI C ON : 08074466939,08063386834.
AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO
08074466939 or 08063386834, YOUR PROJECT TITLE YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.
WE HAVE SECURITY IN OUR BUSINESS.
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