CHAPTER ONEINTRODUCTION1.1 BACKGROUND OF THE STUDYMany years ago, the concept of training and development weremisunderstood and not given full consideration in most Nigeria organization.Today the situation has change totally, such that many organization, business andnon business organization has come to realize the need for training anddevelopment of employee as vital for organization development and operation.Training and development has started since the existence of man, as the action ofman is directed on what to do and when to do it. Just as a little child is trained onvarious ways of walking, standing and sitting, it is done in order to develop thechild with skills to adapt to his environment. The above statement is applicable toan employee, in order to train him so as to be able to adapt to the environment andorganization which he finds himself. With this, it is clear that every organizationneed to train its employee so that there will be improved growth and productivity.According to Abolo, E.M. (2000), Banking business in Nigeria started in 1892 byAfrican Banking Corporation. The bank was taken over by now standard bank,now First Bank in 1894.The two expatriate banks dominated the banking scene until 1933, when Nationalbank of Nigeria was established. Many indigenous banks were established between121929. But most of them failed due to probably, lack of training and development.Only three indigenous banks and the two foreign banks survived the period, by1952, the first bank ordinance was introduced, it stipulated the minimum capitalbased and licensing for banks. The period that followed, 1952 to 1962 and 1970,there was no new banks establish in Nigeria, presumably because of the impact ofregulations and the civil war (1967 – 1970).The periods of 1959 – 1986 witnessed the era of regulation. The central bank ofNigeria was established in 1969 with the aim to promote and integrate the Nigeriafinancial system. The central bank of Nigeria encouraged the development ofmoney and capital markets. It also encourages the banking industry. Other usefuldevelopment within the period that affected human resource development in banksis:a. The companies Decree (1968). Which made it mandatory for all companiesin Nigeria, including banks to register locally and b subjected to Nigerialaws?b. Indigenization Decree (19720, which introduced the system of deliberateNigerianization.c. The acquisition of controlling shares in the three big expatriate banks. Theperiod 1986, to date is called the second Banking Boom Era, because of therapidity with which banks were established due to deregulation of the13economy. The government and private sector rely on bank for allocation ofhuman resources. In 1986, banking industry had 12(twelve) merchant and29(twenty-nine) commercial banks. By December 1990, there was 48(fortyeight)merchant banks and 58(fifty-eight) commercial banks apart from5(five) development banks established in 1989. A unit banking systemmeant mainly for rural communities started springing up towards the end of1990. As at may 1991, there were 120(0ne hundred and twenty) merchantand commercial banks excluding central bank of Nigeria, four developmentbanks, people banks and community banks.The federal savings bank was recently converted to what they call a whole“commercial banks” instead of being a development bank. The rapid growth withinthe industry and financial system as a whole has over stretched the managementcadre of banks. It has created upliftment and promotion for many staff training andretraining to maintain a high level of competence within the industry.1.2 STATEMENT OF THE PROBLEMBefore the establishment of central bank in 1959, training of Nigeria bankers wasnot taken serious by most banks. Especially the foreign oned banks. In everyorganization or sector all over the world, the management sets up the organizationsgoals and ways of achieving these goals (First Bank of Nigeria Plc). Is notexception Ejiofor (1981:248 – 249) states that for an organization to attain this goalseffectively and efficiently. Workers are taken very important and necessary. Andto keep and maintain these workers, they should be trained and developed, and alsobe familiarized with the new trend in existence.Many organizations have not been able to identify the important of training anddevelopment. These questions were being asked by Rosenberger why someorganization performs better than other? Why it is that organization or sectors hasnot been able to perform efficiently? Why is it that training and development israrely considered necessary in some?In giving answers to these questions, it is important to determine the followingareas: Identify potential training needs of job existing. Identify individual performance level. Identify post training performance with respect to the training anddevelopment objectives. Identify the huge sum of money and other resource usually inputed intotraining of the employees of First Bank of Nigeria Plc.The need to find solution to this problem can badly be over emphasized. It is soorder to correct the impression that has been created into the mind. Executive whobelieve that there is no effect in investing fund in training and development ofemployees in the bank.1.3 OBJECTIVE OF THE STUDYFollowing the topic under discussion, the objective includes the following;1. To determined influence of training and development of human resource onthe operation of banks.2. To help provide an opportunity and broad structure for the development ofhuman resource technical and be behavioural skills in the bank.3. To find out if staff of the banks see the training and development programmeas motivation and means of job enrichment and satisfaction.4. To determine the number of bank staff trained each year and how it affectstheir performance at work.5. To evaluate worker performance before and after training courses.6. To make recommendations where appropriate to the banks in other moremeaningful, it human resource training and development.7. To improve upon the quality of work and life in the bank.8. To determine the problem banks encounter in carrying out training anddevelopment of its staff.1.4 SCOPE OF THE STUDYLooking on the topic of this study the aim at covering all the abovementioned objectives. The study the Enugu main branch of Nigerian Plc. Thefinding made in the research is not only beneficial to bank operation, but alsobeneficial to other organization in Nigerian in their training and development ofhuman resource, which help improve individual worker performance and that ofthe entire company