THE EFFECT OF STAFF DEVELOPMENT ON JOB SATISFACTION AND PERFORMANCE (A CASE STUDY OF UNITED BANK OF AFRICA (UBA) IN ADO-EKITI, EKITI STATE )

CHAPTER ONE
1.0 INTRODUCTION
An organisation is nothing without human resources. Employees are the most precious asset of an organisation. So it is necessary to maintain a proper work environment, so that employees can give in their best to the organisation. There is cut through competition among the different units in the industry. Now the employees have more option because of the availability of numerous opportunities and so –every organisation must try to achieve a standard for the working environment.
The performance of human being is influenced by psychological and social factors such as family, age, sex, experience, education, person likes and dislikes, job condition, emotion, welfare and privileges available to them, recognition, wages and salaries, considerate leadership, organizing training programs to improve them, promotional opportunities, interaction with work group and above all job satisfaction and material reward and punishment they receive.
The success of the company basically depends upon its ability to attain goals and objectives. Among the five M’s namely Man, Machine, Material, Money and Method human resources of an organisation. no firm can reach a wealth maximum without satisfying man power. Now a days it is a widely accepted fact that a happy worker is an invaluable asset to any organisation contributing to prosperity. It is true that man can never be fully satisfied in his life. As employees spent much time in their work they will satisfied in life only if the job is satisfactory.
Job satisfaction is a complex and multi faceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation but the nature of this relationship is not clear. Satisfaction is not the same as motivation, job satisfaction is more an attitude in internal state. It could, for example be associated with a personal feeling of achievement, either quantitative or qualitative “In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organisation and the quality of working life movement
Also, job satisfaction can be referred to as a function which is positively related to the degree to which one’s personal needs are fulfilled on the job situation. Employees are the most satisfied and highly productive when the job offers them security from economic strain, recognition of their effort, clean policy of grievances, opportunity to contribute ideas and suggestion participation in decision making and managing the affairs, clean definitions of duties and responsibilities and opportunities for promotion, fringe benefit, sound payment structure, incentive plans and profit sharing activities health and safety measure, social security, compensation, communication system and financial, atmosphere of mutual trust respect.
As the employees are the precious asset of an organisation, the satisfaction of all employees in their work is very important; job satisfaction is a part of life satisfaction. It is favorableness within employees view their work. It expresses the amount of agreement between one’s expectation of the job and the reward that job provides. The survey conducted on employees had identified job dissatisfaction as the root cause of job issues and how level of organisation training and how level of labour productivity and loyalty are related.
Furthermore, the employees can also be improved and satisfied through Training and programmes organized by the company because this can also give the employees an opportunity of promotion, adding to their knowledge and improving their working skills. Therefore, training and development described the formal on going efforts of organisation to improve the performance and self fulfillment of their employees through a variety of methods and programs. In the modern workplace, these efforts have taken on a broad range of application from instruction in highly specific job skills to long – term professional development. Also in recent years training and development function as an integral element of strategy and a recognized profession with distinct theories and methodologies more and more companies of all sizes of employee have embraced “continual learning” and other aspects of training and development growth and acquiring a highly skilled work force. In fact the quality of employees, and productivity through training are now widely recognized as vital factors in ensuring the long – term success and profitability of business today must have access to continual training of all types, just to keep up — if you don’t activity stride again the momentum to get work done.
Employee development programs make positive contribution to organisational performance. More highly – skilled workforce can accomplish more as employees gain in experience and knowledge A review of research literature in 2003 supported the commonly held belief that employee development program make positive contribution to organisational performance as more as the individuals gain in experience and knowledge
In addition, an employee saves the organisation a great deal of money. Training method is to provide opportunities to develop new skill. In research conducted to assess what training employees development was, one of the opportunities for the organisation is to attain their goals. Everyone goes through several stages of development as they move from a career ‘beginner” to a full expert in their field. Each stage has specific needs and tasks to consider. As you work with employees on development, it can be helpful to look at their stages in order to find the best kind of activities for them. Keep in mind that the stages do not relate to age. If employee has recently completed career change through training.
Furthermore, with the report in the growth of civilization and technology and that development of diverse activities are going on in the office and organisation management directors now need the helps of their staff like the managers secretaries, clerks, cleaner and massager to achieve organisation objectives hence, the organisation of the staff employed to carry out there activities of the business which will reflect on the types of training that the organisation gives to the employees.
Organisation and employers of labour do not only recruit staff who are capable of doing things with their initiative. But people that can think and act fast as per their training experience and skill. More so special attention is paid to job performance and level of training and satisfaction on the job. It has been suggested that development consideration to development in office technology. It has been suggested that skill deficiency, will slows down the organisation. If your workers stand still, your firm will loose the competency base”
For the most part, the term “training” and “development” are used together to describe the overall improvement and education of an organization’s employees. However, while they are closely related, there are important differences between the terms that centre around the scope of the application. In general, training programs have specific and quantifiable goals, like operating a particular piece of machinery; understanding a specific process or performing certain procedures with great programs. Training programme also concentrate on broader skills that are applicable to a wider variety of situations, such as decision making, leadership skills, and goal setting.
What do we mean by staff development? Staff development refers to professional development and this also refers to skill and knowledge attained for both personal development and career advancement. Professional development encompasses all types of facilities, learning opportunities ranging from college degrees to formula coursework, conference and collaborative, ideally incorporating an evaluative stage.
There are a Varity of approaches to staff development including consultation, coaching communities of practice, lesson study,

monitoring, reflective supervision and technical assistance. A wide number of people, such as teacher, military officers and non – commissioned officers, health care professionals, lawyers, accountants, and engineers engage in professional development. Individuals may participate in life long learning in sense of moral obligation to maintain and improve professional competence, enhance career progression, keep abreast of new technology and practice or to comply with professional development organisation. In a broad sense staff development may include formal types of vocational education, typically post – secondary or poly – technical training leading to qualification or credential required to obtain or retain employment.
Professional development may also come in the from of pre – service or in – service. Staff development is also a joint on going effort on the part of an employee and the organisation for where he or she works to upgrade the employees knowledge, skill and abilities. Successful employee development requires a balance between an individual career needs and goals and the organizations that development should be a convincing process, either in the form of short course, in-service training, oversee training on the job I order the employees abreast of the day today changes in office methods and products. Training is a continuous on going process. Here creeps in the relevance of the bases skill technical know how adopted ability and self assurance, opportunity for example to perform exceptionally well, but also will help improve his/her job performance and job workers cannot obtain financial reward and job satisfaction unless the company achieves its objectives i.e profit/gain. An organization stand to receive a variety of benefits from effective training and development of employees including reduced turnover, a decreased need for supervision, increased moral. All of these benefits are likely to contribute directly to an organization
1.1 STATEMENT OF THE PROBLEM
This study is to determine the impact of the various types of training on job performance in United Bank of Africa in Ado Ekiti in Ekiti state. The study has been designed to analyse whether the training of staff has contributed to the efficiency of various departments of the company or to say whether the employee is being favourable or unfavourable according to the view of the employee towards job and rewards that the job provides for the employee.
It has been observed that lack of training can draw back the aim of the organization on achieving it goals and this can cause serious industrial problems and on the other hand employee’s satisfaction with job leads organization goals productivity.
This study will be helpful to the company to know about the satisfaction level of the employees and can take measures to improve the areas under dissatisfaction. It will also help the management to determine whether training of staff has contributed to the efficiency of various department and in directing and coordinating the human relations processes in the organization so as to achieve maximum production with minimum effort and with proper regards for the increment of knowledge impacted to them or the skill they acquire during the programme.
1.2 PURPOSE OF THE STUDY
The main Objectives of the study is to examine the Effect of Staff Development on Job satisfaction and Performance. However the purpose of the study include the following
(i) To evaluate from what extent the training organized in the company has affected the staff especially on their job performance.
(ii) To know the degree of autonomy in a position (Moderates how satisfied). Dissatisfied one becomes when expectation are/aren’t met
1.3 SCOPE AND LIMITATION OF THE STUDY
The study is aimed at assessing the impact of training and development process on the United Bank of Africa in Ado Ekiti, in Ekiti state. The scope of the study also includes determination and observation of effect of job performance of the staff on the organization.
The major limitations of the study manifested in on number of the banks on the realisation of the organisation objectives.
The following were the major limitation of the study. the employee’s attitude and opinion may change in future, so future relevance to the study cannot be assumed also reliability of the study depends greatly on the reliability of the information provided by the respondents. The personal bias of the respondents is
another limiting factor Consequently, the results obtain from the analysis would not be applicable to similar organisation in the industry.
1.4 HISTORICAL BACKGROUND OF THE UNITED BANK OF AFRICA (UBA)
United Bank of Africa (UBA) is a large financial service provider in Nigeria with representative office in France in the United Kingdom and the United State of America. It offers universal banking services to morethan 7 million customers across 750 branches across the global. The United Bank of Africa in Ado Ekiti, Nigeria, is one of the branches formed by the merger of the commercially focused United Bank of Africa (UBA) and the vested focused standard Trust Bank in 2005. The Bank purports to have a clear ambition to be the dominant and leading financial services provider in Africa, Listed on the Nigeria stock Exchange in 1970, United Bank of Africa (UBA) claims to be rapidly expanding financial institution. The group adopted the holding company model in July 2011. As of December 2011, the valuation of UBA Group’s total assets was approximately US$ 12.3 billion (NGN: 1.94 trillion).
So UBA’s history of business in Nigeria, following Nigeria’s independence from Britain, UBA was incurated in 1961 to make over the business of BFN. Today’s United Bank for Africa Plc (UBA) is the product of the merger of Nigeria’s third and fifth largest standard Trust Bank Plc, and a subsequent acquisition of the erstwhile continental Trust Bank Limited (CTB).
UBA remains the only banking in Nigeria with a full electronic platform for payroll administration for corporate clients. Going beyond payment of salaries, corporate organizations are given a convenient, secured electronic alternative to managing employees. At this point it should be noted that there are many way an individual or organisation can be developed through training, which include on the job training, short and sandwich course, induction training, management/supervisory training and in-service training abroad.

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Updated: June 13, 2017 — 4:03 pm

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