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The task of managing the human component of the business is central and most important task, because the success of any enterprise depends entirely on the effectiveness of its human resources on their job. Human being per se is not a “resource”. He becomes a resource only if trained, developed and allocated to productive work. No enterprise can be guaranteed a permanent place in our highly competitive society and no manager lasts longer unless he keeps his business competitive by way of training and development. The main part of any training and development programme is directed towards preparing individuals to meet future needs. All activities of any enterprise are initiated and determined by the persons that make up the organization and the success of these activities depends on the competence, motivation and general effectiveness of its work force. A growing number of managers recognize that they can hope to find a major and lasting competitive advantage not in superiority of their plant and products, but on the quality and training of their people. Effective manpower training and development enables an organization to move from an inefficient (to a more) productive situation, provided the important and appreciating resources are there. Amongst other factors, manpower training and development help employees and management adapt to the demands of a dynamic world of rapid social, technological, political and economic changes. Training and development are activities aimed at helping employees overcome their limitations. An organization may save money recruiting trained individuals. When organization undergo major changes, training and development activities often are necessary to help employees make the transition to a new way of doing things. Redesign work around teams is one type of change that creates high demand for training and development (Ezigbo 2003). Development is necessary and a prerequisite for individual, organizations, and the society. (Ezigbo 2003), training is attaining specific detailed and routine Job skills and techniques. They opine that development is the broader scope of improvement and growth of abilities, attitudes, and personality trait. Development is required to meet technology advances and to achieve greater personal satisfaction. People become developed when they have acquired the necessary education and training that could enable them exhibit growth in abilities, attitudes, and personality trait. As people become developed, they have a greater sense of dignity and worth which will’ make them to be more valuable to their employers and the society in general. Training and development are essential ingredients for enviable growth of any vocation and the case of the Nigeria Banking Industry is no exception to this obvious fact. The pursuit of training and development should be continuous, particularly in the world of vast challenges posed by ever changing trends of development in the field of science and technology. This assertion clearly demonstrates how dynamic our social, economic, political and technological environments could be, and it is the role of banking industry to respond to development in all spheres of human endeavors, hence manpower development in banking industry should also assume a dynamic setting. Manpower Development in Nigeria Banking Industry responds to developments and practices in the banking industry in the country. The issue of manpower training and development equally applies to Central Bank of Nigeria which started in 1912, when the nationalists request for Central Bank of Nigeria (CBN) was not granted. However, with the dawn of independence in most West Africa Countries, these countries, started to establish their own Central Banks to help in managing their economies. Central Bank of Nigeria (CBN) was established in 1959. It is a government-owned bank that carries out the major financial operation of the government. The Central Bank of Nigeria, Enugu Branch, is located at Garden Avenue and it is an affiliate to the Central Bank of Nigeria, located at Abuja.

Project detailsContents
Number of Pages73 pages
Chapter one Introduction
Chapter two Literature review
Chapter three  methodology
Chapter  four  Data analysis
Chapter  five Summary,discussion & recommendations
Chapter summary1 to 5 chapters
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