THE ROLE OF TRAINING ON JOB PERFORMANCE CHAPTER ONE

                                         INTRODUCTION

1.1     BACKGROUND OF THE STUDY

          Training is not an end itself, it’s only purpose is as a means of improving present job performance. It is preparation for a particular job. It is concerned with job performance and the application of knowledge and skills to present work.

          Training is organisational effort aimed at helping an employee to acquire basic sills required for the effective evaluation of the functions for which he was lured. An organisation my have employees of ability and determination, with appropriate equipment and management suppose, yet productivity falls below expected standards. The missing factor in many cases is the lack of adequate skills and knowledge, which are acquired through training and development.

          Effective managers have come to terms with the fact that training is an ongoing process and not a one-short activity, and realised that the needs or symptoms for training can manifest themselves in the organisation in variety of ways such as; lack of interest in ones job, negative attitude to work, low productivity, tardiness, excessive absenteeism rate, excessive complaints, high rejects or low quality output, high incidence of accidents and insubordination; when an organisation starts experiencing some of these warning signs from the employees, it should consider training.

          Moreover, training was considered necessary for only new employees in the past, but today, with the rapid increase in technological changes, training as become so necessary for both new employees and the existing ones. It is pertinent to note that for private and public enterprises to function, training procedures must be adequate so as to make industrial revolution a reality, especially in a developing nation such as Nigeria. Skilled staff being considered the most important asset of an organisation, their training is integral to the welfare of the organisation.

          In spite of the importance of training on the job performance, studies has shown that training can help to solve problems in the organisation such as retrenchment, dismissals, structural unemployment, under employment, early retirement, redundancy and lay-offs can be minimised through training. Many industrial strikes, lockouts and open conflicts that culminates on enormous losses to the organisation results from manpower inefficiency. The ability for management to forestall the on-coming crisis or to remove bottle necks in production sales and marketing and finance can be improved through manpower development and training.

1.2     HISTORICAL BACKGROUND OF THE CASE STUDY.

          Central Banks are specialised institutions, usually owned by the state and charged with the responsibility of managing money supply in an economy.

          The acceptance of the Central Bank of Nigeria (CBN) was the West African Currency Board, which was established by the colonial government in 1912. The board was established for the purpose of converting West African Coins and Notes on demand into Pound Sterling balances in London. The Board was located in London to serve the interest of Anglophone West African countries.

          The Central Bank of Nigeria was established by the Central Bank of Nigeria Act of 1958 and commenced operations on 1^st July 1959. in the early years of its formation, legal support services requirements of the Bank were at its lowest ebb. It owes few properties, ranches, currency centres and the number of members of staff were also few. The litigation for or against the bank was little known as was provided by the law of Chief M.E.R. Okosodudu. However, as the Bank continues to expend, with the establishment of more outputs, acquisition of properties, involvement in litigation both locally and abroad, and the increase in members of staff, the need for the establishment of a legal office in the bank arose, this in 1969 a legal office was created in the bank.

          Among the primary objectives of the Central Bank of Nigeria are:

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