Impact of Training and Development on Performance of Organizations
THE IMPACT OF TRAINING AND DEVELOPMENT ON THE OVERALL PERFORMANCE OF THE ORGANISATION.
A CASE STUDY OF UBA KENYA BANK LIMITED
LIST OF ABBREVIATIONS 2
I: INTRODUCTION 3
Statement of the problem 3
Rationale of Justification of the study 3
Assumptions of the study 3
Conceptual Framework 4
Objectives of the study 4
Research Questions 4
II: LITERATURE REVIEW 5
Overview of Training 5
Human Capital Management 5
Human Resource Management and Training 6
Training 6
Development Gaps 8
III: RESEARCH DESIGN AND METHODOLOGY 10
Research Design 10
Target Population 10
Sampling Size and Sampling Procedure 10
Source of Data Collection 11
Research Instrument 11
Analysis of Data 11
REFERENCES 13
Appendix A: QUESTIONNAIRE 15
APPENDIX B 18
SCHEDULED INTERVIEW QUESTIONS FOR UBA STAFF 18
LIST OF ABBREVIATIONS
HCM: Human Capital Management
UBA: United Bank for Africa
SKAC: Skills, Knowledge, Abilities and Competencies
UBA PLC United Bank for Africa, Nigeria
DOMOPS Domestic Operations.
: INTRODUCTION
Statement of the problem
It is a well known fact that training enhances SKAC and ultimately worker performance and productivity in organizations (G.A Cole, 2002).
Many organizations in Kenya and indeed commercial banks engage in training and development of staff and have departments, units and institutions in charge of training and development. UBA is one such organization that has been practicing training and development. In fact, UBA PLC in Nigeria, the parent company, has established UBA Academy for training and developing HCM needs from time to time. UBA Academy sets a good practice for achieving organizational objectives and improving performance through the development of Staff.
However, it appears training in UBA Kenya Bank Limited is unplanned and unsystematic, and a number of its employees such as counter tellers, customer care representatives, branch managers, IT staff and many other category of staffs, have
A CASE STUDY OF UBA KENYA BANK LIMITED
LIST OF ABBREVIATIONS 2
I: INTRODUCTION 3
Statement of the problem 3
Rationale of Justification of the study 3
Assumptions of the study 3
Conceptual Framework 4
Objectives of the study 4
Research Questions 4
II: LITERATURE REVIEW 5
Overview of Training 5
Human Capital Management 5
Human Resource Management and Training 6
Training 6
Development Gaps 8
III: RESEARCH DESIGN AND METHODOLOGY 10
Research Design 10
Target Population 10
Sampling Size and Sampling Procedure 10
Source of Data Collection 11
Research Instrument 11
Analysis of Data 11
REFERENCES 13
Appendix A: QUESTIONNAIRE 15
APPENDIX B 18
SCHEDULED INTERVIEW QUESTIONS FOR UBA STAFF 18
LIST OF ABBREVIATIONS
HCM: Human Capital Management
UBA: United Bank for Africa
SKAC: Skills, Knowledge, Abilities and Competencies
UBA PLC United Bank for Africa, Nigeria
DOMOPS Domestic Operations.
: INTRODUCTION
Statement of the problem
It is a well known fact that training enhances SKAC and ultimately worker performance and productivity in organizations (G.A Cole, 2002).
Many organizations in Kenya and indeed commercial banks engage in training and development of staff and have departments, units and institutions in charge of training and development. UBA is one such organization that has been practicing training and development. In fact, UBA PLC in Nigeria, the parent company, has established UBA Academy for training and developing HCM needs from time to time. UBA Academy sets a good practice for achieving organizational objectives and improving performance through the development of Staff.
However, it appears training in UBA Kenya Bank Limited is unplanned and unsystematic, and a number of its employees such as counter tellers, customer care representatives, branch managers, IT staff and many other category of staffs, have
References: 1. Armstrong, M. (1996), A Handbook on Personnel Management Practice, 5th Ed. London: Kogan Page 2 3. Bryan, Leslie A. (1990), An Ounce of Prevention for Workplace Accidents, Training and Development Journal, NY: USA Vol. 44, No.7 4 5. Cole, G. A. (2002), Personnel and Human Resource Management, 5th ed. Continuum London: York Publishers 6 7. Derek Torrington and Laura Hall (2000), Human Resource Management-The inside out, 4th ed. England: Prentice Hall Publisher 8 9. Gordon, McBealh (1992), The Handbook on Manpower Planning, 1st ed. UK: Blackwell Publishers 10 11. Schiller, B.R (2002) Essentials of Economics, 4th ed. Boston: Mcgraw-Hill Zaccarelli, H. E. (1997) Improving Employee Performance: Effective Training Strategies and Techniques. London: Kogan Page 19 12