Description
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND INFORMATION
Secretaries are not born but made, although there are people with potentiality of becoming good, effective and efficient secretaries.
Before anybody can be called secretary, he or she must have undergone a certain training which varies from time to time and depends on the level of operation.
During the how period of training, no matter how short or long it takes, it is expected that all the skill and knowledge require of her to be able to discharge her duties effectively must have been acquired.
Having acquired these, the end result is to be able either to impact this skills and knowledge unto others or make the best use of them in various places to reveal and really expose the work of the secretary. After training the secretary either lives up to expectation by matching with the job requirement or fails in her duties. Whatever happens to the performance of secretary after training could be attributed to the quality and quantity of the training to great extent.
There is no doubt; therefore, that training will have effects on the performance of secretaries. But it could be noted however that there are few other factors that contribute to or responsible for the job performance of secretaries.
Notwithstanding, training remains a great contributing factor to the performance of secretaries. If the training is not proper handled, one would not expect a miracle to happen when the secret finds her in the office, she will definitely perform poorly.
On the other hand, a carefully planned and well contributed training programme will yield the amazing result later in life. Therefore, the poor performance is no doubt the result of poor training.
Consequently, a sound training produces excellent result and excellent performances, to which extent these submissions are true will be revealed later in his research work. Before anyone pursues a career, it is essential for her to know the career training requirements to enable her as certain whether she will be able to make a success of training or not.
Many of us do not consider this aspect, we get into career before realizing that we are unable to cope and as a result drop out.
1.2 STATEMENT OF THE PROBLEM
In most cases, the poor performance as well as excellent performance is attributed to the training so far reduced and skills and experience acquired. At a time, poor or excellent performance of secretaries is attributed to some internal or external factors. It has effects on the organization.
1.3 OBJECTIVE OF THE STUDY
This study is aimed at finding out the reasons for the training of secretaries and subsequent effect it has on their job performance.
1.4 SIGNIFICANCE OF THE STUDY
The research will be of great value to secretaries under training and secretaries in general, in order for them to ensure that they acquire the required quality of the training that will enhance their job performance.
It will also help managers to know what is responsible for the poor
Performance of their secretaries.
1.5 RESEARCH QUESTIONS
1. What are the effects of training on the performance of secretaries?
2. What other factors affect the performance of secretaries?
3. What is responsible for the poor performance of secretaries?
4. In what ways can the performance of secretaries be improved?
1.6 SCOPE OF STUDY
This research is limited to the Skye Bank Plc, Eruwa.
1.7 DEFINITION OF OPERATIONAL TERMS
For the purpose of this study certain terms are used. In order to ensure that the readers do not give wrong, interpretation to these terms, they are therefore defined and explained to avoid misunderstanding.
Training: it is the process of giving teaching and practice to some body in order to bring him or her to a desired standard of behavior, efficiency or physical condition.
Performance: performance is the result of the action and behavior gotten from training as measured in quality and quantity.
Secretary: A secretary is someone who has undergone certain training in secretarial profession, and obeys all rules and regulations of secretarial practice.
1.8 HISTORICAL BACKGROUND OF THE STUDY
Skye bank Plc is a product of the merger of five legacy banks as a result of the banking industry consolidation and recapitalization exercise of 2005. The legacy banks were prudent Bannk Plc, ELB International Plc, Bond Bank Limited and co-operative Bank Plc.
In 2014, in our continuous quest to provide better customer experience, Skye Bank won the bid to acquire the 100 percent ownership stake of Asset management corporation of Nigeria (AMCON) in main street Bank Limited, a deal which make Skye Bank one of the top four Bank in Nigeria.