Training and development strategy and its role in organizational performance in the banking industry in Nigeria!

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    Organizations now a day are confronted with high competition resulting from globalization, increasing competition, economic downturn or technological advancements etc. An employee being an important asset to any organization plays an important role in enhancing its performance followed by creating a competitive edge. Also, the level of skill or competence possessed by the workforce of the organization has the ability to preserve its performance and position in a global market (Imran and Zaki, 2016). This is among one of the reasons why businesses are realizing the importance of training and development for the purpose of enhancing employee skill, knowledge, and competence. However a lot of public sector undertakings especially banks are not recognizing the significance of training to enhance employee performance or productivity. Whenever the economy slows down or organization went out of finance, training budget is the first thing organizations seek cuts on. As its result, the situation leads to high employee turnover and the high cost of employing new staff ultimately affecting the overall organizational performance (Owens, 2006).

    The study effectively administers the effect of training and development on employee performance and overall organizational objectives in the banking industry of Nigeria. Although the topic of training and development and its effect on employee performance within the organization has attracted the attention of a lot of academic researchers but only a few of them has particularly focused on the banking industry. The situation of the banking industry is such that employees do not feel motivated by training and development programs adopted therein and even majority of them had never attended any such training program. This is because training programs were never tailored as per the need of a job and there always exists a gap between job needs and the training activities ultimately affecting the organizational performance in the banks.


    The primary significance of present study lies in the value that the findings of the study will be adding to individuals, groups as well as an organization by the way of fine source of literature review for any study related to the role of training and development on the organizational performance in the Nigerian banking industry. Also, the study results will help the organization especially related to the banking sector in understanding the nature of training and development and the areas in which it improvements through training can be done. It will also help the management in generating ideas and solutions to the problem of increased organizational efficiency based on the development and implementation of effective training and development needs. Finally, it will also help the researchers, who would like to know more about training and development as a tool towards meeting the challenges faced by banking sector as a basis for their further research study.


    According to (Houger, 2006), Employees’ being a firm’s intellectual property proves to be a significant source of gaining a competitive edge and one such way using which such intellectual property of the organization can be developed by building competencies and skills is training. Training is said to be an important requisite to intensify worker’s competence, capability as well as reasoning faculty. To make the training successful, it is important on the part of organizations to identify the areas where training and development is required followed by selecting ways appropriate for fulfilling these requirements and finally thereafter plan the implementation and evaluate the final outcome (McCourt and Eldridge, 2003). As mentioned by (Mamoria, 1996) training allows employees to grow and develop within the organization and hence uplift their demand in the market. (Mamoria, 1996) further mentioned that training and development program supports to carve employee’s work related behavior and facilitate them to be a part of organizations success as it gets higher returns owing to better performance of its workforce.


    As mentioned earlier the purpose of the present research is to examine the role of training and development program on the organizational performance in Nigeria with particular reference to banking its industry. In addressing such issue, the questions that have been raised might include:

     # What training, as well as development strategies, is being used by the banking industry in Nigeria to enhance employee performance?

     # To what extent quality of training and development programs affect the customer service delivery as well as organizational performance in the banking industry of Nigeria?

     # To determine the extent of the relationship between managements’ acceptance to training and development programs and that of employee performance in Nigerian banking industry?

     # To what extent the quality of training and development programs leads to superior employee performance and higher organizational returns?


    The source of data used for conducting the research study includes both primary as well as secondary sources. The population used for the purpose of collecting primary data mainly includes samples from staff and management of some selected banks of Nigeria. The designed questionnaire aimed at capturing their view points is personally distributed to the members of staff by the researcher. The questionnaire consists of numerous indirect questions regarding the construct of the subject matter. A sample size of 250 respondents was used for the purpose of collecting information and the participants were selected randomly from the staff within the selected banks. Also, equally secondary data were collected using annual reports, bank bulletin’s, newsletters of the bank as well as newspapers, journal articles, literature review, and magazines etc.


    The quantitative data gathered through above-mentioned sources will pass through a correlation analysis using statistical package for social sciences (SPSS) as well as chi square with a view to obtain a more scientific and evidence based answer to the questions presented in research questionnaire. The data will be presented using tables, excel sheets etc. followed by application of statistical tools accessible online. The method will also allow the researchers to look into the relationship that exists between as well as among different variables.


    Clearly, the present study will benefit both the management as well as other staff members of the banking industry in Nigeria as well as other individual, groups, and organizations. The management teams will get the instructions they need in terms of understanding the effect training and development programs have on the employee efficiency followed by enhancing overall organizational performance thus, reducing the gap between management’s perception or expectation from the training programs and that of employee performance. The research will also show to other individuals, groups or organizations that training is significant in addressing an issue pertaining to employee turnover and the high cost of recruitment.


    Mamoria, C. (1996). Personnel management. New Delhi: Himalaya Publishing House.
    Houger, V. (2006). Trends of employee performance. A collaborative effort between managers and employees. Performance Improvement, 45(5), pp.26-31.
    McCourt, W. and Eldridge, D. (2003). Global human resource management. Cheltenham, UK: Edward Elgar Pub.
    Imran, A. and Zaki, A. (2016). Impact of Human Capital Practices on Project Success. Kuwait Chapter of Arabian Journal of Business and Management Review, 5(6), pp.1-16.
    Owens, P. (2006). One More Reason Not to Cut Your Training Budget: The Relationship between Training and Organizational Outcomes. Personnel Administration, 35(2), pp.163-172.

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