INTRODUCTION
1.1 BACKGROUND OF THE STUDY 
Technology in our environment coupled with competition within a particular industry or in the society amount to the training and development. This is as a result of the need to match changes in structure polices, technology process and procedures with the need performance attitude and behaviours to enhance productivity of a given bank. The need for training became an essential ingredient in the match to civilization. Training is the process of exposing an individual in a systematic way to a series of events experiences and materials that in themselves comprise opportunities to learn. According to Appleby (1981) training improves current performance and provides a suitable trained staff to meet present and future needs.
Training is embarked upon because it contributes in no small measure to enterprise effectiveness. A highly skilled manpower is a pre-requite for overall economic and national development.
Training and development enhance dynamism and ability to cope with challenges of our rapidly changing technological environment organization that give n attention to training is invariably encouraging obsolescence of employees validity and inflexibility in the organization and total failure in recognizing the changing nature of the environment in which the organization operates. For instance computer training is compulsory for secretarial staff nowadays. Training is massively organized in Nigeria because it increase out put of employee. This was done by deliberate examples by signs and words. Through these devices the development process called training was acquired and when the message was received by another successfully we say that learning took place and knowledge or skill was transferred. The ninth century ushered in an ear of social legislature and with it sizeable changes in concept of the secretarial staff organization arose.
Through these changes, however, we constantly development employees as we see today, quality training of workers and this has culminated in the stand support of the trade unions for any legislation that provides wide range of vocational education. One of the objectives of every organization should be to provide opportunities for its employee to optimize their performances in pursuit of organizational goals. With this end in view it may be profitable also to help employee feel that organization cares for then as people there is more like hood of their responding willingly to satisfy the needs of the concern.
When we consider training therefore we are seeking by any instructional or experimental means to develop a persons behaviour pattern in order to achieve a standard level of performance. There is an essential pre-requisite for adequate performance in one’s occupation what ever the job may be .
And this will enhance greater productivity in organization the importance of secretarial staff to any organization whether public or private has been identified organizational objectives such as profit maximization, share of market and social responsibilities cannot be fulfilled without proficient secretarial staff. The realization of the value of “secretarial staff” to any organization has led to a proposal by experts that people should be classified as “assets” and to b so recorded in accounting records. Investment in secretarial staff capital is worthy and necessary expenditure if any organization is to discharge its legal statutory and social responsibilities to its owners public and society at large.
The indisputable reason why training and development of secretarial staff should be revolving undertaking is because of changes posed by modern technology. Changes take place every minute, hour, day etc and the world is faced with an era of technological advancement that can make already required skills obsolete. Training therefore is not retract to new employee or old employee but to both and even to senior management personnel. Training brightens employee athlete towards their work. This in turn improves job performance at all levels which facilitates the realization of both individual and organizational objective since 1960 Nigeria government has realized the need to train and develop her employee because it was discovered that most top government positions were held by expatiates. As a result of this government had to set up a manpower board in 1962 following the report of Abbey commission. Tertiary institutions grew up form one in 1959 to thirty-one in 1989. environment in tertiary institutions grew from 2,993 in 1962 to 55249 in 1980.
Many polytechnics were established by both the federal and state government in the 1970’s and 1980’s more of secondary and primary school were established and environment into them became very higher several training institutions such as industrial training funds center for management development and administrative staff college were established to accelerate secretarial staff development.
Recently the federal education systems were redesigned to give priority to technical education through the introduction of 6-3-3-4 programme.
In 1892, bank business started in Nigeria by African banking corporation. The bank was taken over by west Africa now first bank in 1894. Barclay bank now union bank was established in 1917. The two expatriate banks dominated the banking scene until 1933 when national bank of Nigeria was established. many indigenous banks were established between 1929 and 1952 but most of them failed probably due to poor management and lack of training apart form how capitalization and stiff competition from foreign owned banks.
The periods of 1959-1986 witnessed the era of regulation. The central bank of Nigeria was established in 1959 with power to promote and integrate the Nigeria financial systems. The first bank of Nigeria encouraged the development of money and capital markets.
It also encouraged employee development in the banking industry. Other useful development within the period that affected employment development in the bank are as follows.
a. The companies decree (1968) which made it mandating for all companies in Nigeria including banks to register locally and be subjected to Nigeria laws
b. Indigenization decree (1972) which introduced the system of deliberate management.
c. Acquisition of controlling share in the three big expatriate banks. The period of 1986 to date is called the second banking booms era because of the rapidity with which banks were established due to the deregulation of the economy. The government and private sectors now rely on the banks for allocation of employee.
The rapid growth within the industry and financial system of as a whole has over stretched the management cadre of the banks it has erected rapid up liftmen and promotion for many staff of the bank such situation surely called rapid training and retaining to a high level of competence within the industry.
Before the establishment of central bank in 1959 training of Nigeria banks was not taken seriously by most banks especially the foreign owned banks there was a gentlemen’s agreement within the foreign owned banks in competition for business and staff.
Except in big cities one could not see offices of two foreign banks in the same town and mobility of staff among them was not allowed. However the indigenous banks had to snatch some Nigerians from these banks to survive since they needed some experienced hands it is in records that foreign banks in the early part of this century employed Nigerians mainly as menials and clerks their management and intermediate staff were expatriates until the seventies one ceased seeing many white faces as accountants managers and office executive in banks.
There were no conscious efforts to groom Nigerians for management position infact the caliber of people employed were either drop-out from school or school certificate holders with lower grades to that they could stay long in the job Union Bank Plc was the first banking institution that opened a training center locally in 1956. first bank did not have a local training center until 1975. the Savannah bank formerly bank of America did not have a training center until 1996 though its office was opened for a business in 1960.
NAL Merchant bank only established a training center in 1988 after 28 year in business however some banks are known to have set up training center within a short time after establishment.

1.2 STATEMENT OF THE PROBLEM 
Today several banks established training centers at various locations all over the country to train their employee despite all the efforts towards employee development by banks one still observes long queens whenever he comes to deposit or with draw money or for any other services rendered by banks. Secondly the rate of labour turnover in banks especially commercial banks is still very high compare to what it used to be.
There is no doubt that this high rate of mobility contributes to the poor services rendered by banks. This in the opinion of the researcher is very essential because a well planned training and development programme return to the organization in terms of increased productivity reduction of cost and enhance efficiency in order to achieve the organizational goals.

1.3 PURPOSE OF THE STUDY
The purpose of this study is to ascertain the following:
1. To identify training and development opportunities available to secretarial staff of union bank of Nigeria Plc.
2. To identify the problem associated and their training and development strategies 
3. To identify the effects of training and development on the productivity of secretarial staff in union bank of Nigeria Plc.

1.4 SCOPE OF THE STUDY
The scope of the study is very wide if it ha be carried out in all union banks Plc in Nigeria therefore it is limited to the three branches of union bank Plc Enugu which include Okpara Avenue union bank Ogui road union bank and Ogbete main market union bank Plc Enugu. It determines how training and development effects productivity and efficiency on the job and the overall performance of employee before and after each training programme as the world moves away from Analog to digitize system of information dissemination

1.5 RESEARCH QUESTIONS 
The research question includes:
1. What training and development are available to secretarial staff of union bank of Nigeria?.
2. What are the problem associated with these training and development strategies
3. What are the effects of these training and development strategies on the productivity of the secretarial staff?

1.6 SIGNIFICANCE OF THE STUDY 
This piece of work hen completed will be immense value to the following BANK IN NIGERIA 
This research work will help the management of the bank in Nigeria to improve the quality of their employees with particular references to union bank Pplc Okpara Avenue Ogui Road and Ogbete main market union banks Plc Enugu banking staff
When banks realize the need for capacity building their employee will no doubt have a great opportunity of being trained this enhance in development and shaping their future secretaries.
Training prepares secretaries to step into this new world of information communication technology with increase responsibility.