Impact of investment in human resource training and development on employees’ effectiveness in Nigerian Banks

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Journal of Social Management Studies. Published by the Faculty of Social and Management Sciences, Bayero University, Kano


The success of any organization depends on the ability of its human resource to utilize other resources such as capital, equipment and land for the achievement of organizational objectives. Human resource thus requires the necessary attention in order to achieve corporate objectives. This paper investigates the impact of investment in human resource training and development on employees' eflectiveness in Nigerian banks. Descriptive survey research was adopted for the study. A quantitative measure published by the Institute of lntellectual Capital Research and approved by the Saratoga Institute database was used to assess human resource effectiveness in three randomly selected banks. Also, an instrument titled Assessment of Training and Development Activities Scale (ATDAS) was administered to one hundred and twenty-five randomly selected employees of the selected banks in Ilorin metropolis. Kwara State, Nigeria. Relevant data was obtained from the three selected banks 'audited financial accounts for a period of five years (2001-2005). The collected data was analyzed using descriptive and inferential statistics. The results showed that Zenith Bank’ had the best Human Resource Management and Accounting practice performed best. The study also identified the main training and development activities in the three selected banks as orientation and on the job training, skills improvement training. utilization of the newly acquired skills. regular training and acquisition of job experience‘s in all areas of banking. It was also found that respondents were significantly different in the assessment of training and development activities in their banks based on length of service and job status. However, the respondents were not significantly different in their assessment of training and development activities based on qualifications. Thus, the paper recommends that Nigerian Banks should evaluate the quality of their human resource regularly and provides adequate training and development opportunities to their employees. Also, the professional bodies in Nigeria should develop a standardized scale for the assessment of human resource in Nigerian banks and other corporate organizations. Similarly, training‘ and development programmes designed for the employees should be comprehensive and related to their needs.



Human Resource, Intellectual Capital, Investment, Banks