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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/4485

Title: Determinants of training needs in the banking industry of Ghana
Authors: Kumordzi-Ablo, Mark Kwame
Issue Date: 22-Aug-2011
Abstract: Training and development policy of most organizations is aimed at developing the core competencies of staff to achieve the organization’s goals and strategic objectives. This study aims at identifying the determinants of training needs in the banking industry in Ghana and the factors influencing selection of employees for training. This was done by surveying a total of three hundred staff of selected banks based on the tier classifications by Pricewaterhouse Coopers in the Banking Survey 2010. The tier one banks namely Barclays Bank Ghana Limited, Ghana Commercial Bank, Standard Chartered Bank Ghana Limited, Stanbic Bank Ghana Limited and Ecobank Ghana Limited together controlled more than fifty-one percent of the industry’s market. An adaptation of Canevale, Gainer, & Villet (1991)’s “Questions to ask to obtain strategic information in an organizations analysis” was combined with self developed questions to elicit the views of employees in these organization. Extensive literature was also reviewed on training needs analysis. The findings revealed the determinants of training in the industry as: existence of performance problems, regular training necessary for certain roles, frequency of errors in performance of roles by staff, changes in systems/technology, new opportunities, regulatory issues, growth trends of competitors, new technology, the availability and deployment of new technology. The factors influencing selection of employees include demographic factors as age, level of education, religion and department in which one works, institutional factors such as location of training facility, existence of performance problems, regular training is necessary for certain roles and industry requirements such as compliance with regulations and standards influence the selection of employees for training. The conclusion is that, the determinants identified must be aligned to the three levels of needs analysis namely organization, task, and person, to ensure optimum utilization of the organizations resources.
Description: A Thesis Submitted to the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology- Kumasi, in partial fulfilment of the requirement for the award of the degree of Commonwealth Executive Masters in Business Administration, June, 2011
URI: http://hdl.handle.net/123456789/4485
Appears in Collections:Distance Learning

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