The purpose is to determine the relationship between the level productivity and human resources training and development in union bank PLC which is the case study. It also discovers the causes of high labour turn over in whether the especially commercial banks determine whether the availability of training and development opportunity motivation of staff of the bank will enable them stick firmly to the service of the bank.

The methodology adopted by the researcher is the simple percentage obtained from questionnaire which is raised and distributed to the sample staff of union bank PLC.

The researcher also limit the method to primary and secondary data collection that is the often ended from to give the staff freedom to give their own opinion.

From their responses development is offered in union bank PLC. And the behaviours, attitudes and moral of employees are modified through the training and development promote better working climate in the bank and also increase their profitability and productivity.

Form the findings came the conclusion that training and development opportunities motivate workers and reduce the rate of labour turnover human resources training and development justify the high lost of implication associated with it despite employee have been trained and their performance are still encouraging.

Based on the outcome of this research, the researcher recommends that banks should ensure that their training programme are well structured and planned equal opportunities for training and development should be give to every member of the organization at all level.

TABLE OF CONTENT

Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE

1.0 Introduction

1.1 Background of the study

1.2 Statement of problem

1.3 Purpose of the study

1.4 Significance of study

1.5 Research question

1.6 Research hypothesis

1.7 Scope of study

1.8 Definition of terms

CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.1 Literature review

2.2 Concept and meaning of training

2.3 Important of training and development

2.4 Principle of learning

2.5 Understanding training and development needs

2.6 Discovery training needs

2.7 Kind of changes include by training

2.8 Reasons for training

2.9 Evolution of training and development

2.10 Human resource development in union bank Plc

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

3.1 Area of the study

3.2 Population of the study

3.3 Sample size

3.4 Method of data collection

3.5 Instruments

3.6 Validity of the instruments

3.7 Liability of the instrument

CHAPTER FOUR

Analysis and interpretation of Data

CHAPTER FIVE

5.0 Findings

5.1 Recommendation

5.2 Conclusion

References

Bibliography

Questionnaire

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

As men invented tools, weapons, clothings, shelter and language the need for training becomes an essential ingredient in the match to civilization. Whether our ancestors struggled upon or invented these facts of civilization is relatively of little significant. What is more important is that man has the ability to pass on to others the knowledge and skill gained in mastery circumstance. Deliberate example, signs and words did this, through these devices another received the development process called training successfully. We say that learning took place when knowledge or skill was transferred. The ninth century ushered in an era of social legislation and with its sizable change in the concept of the workers.

Through all these changes, however one constant development emphasis has been upon the qualities of workers and this has been culminated instant support of the track Union for any registration of a wide range of vocational education. One of the objectives of every organization should be to provide