**2.3 Training and development**

Most organisations in Nigeria conduct training for their employees. In their study, Arthur et al. [32] reported that there is a formally stated policy on training, a separate training department, a separate training budget, and training facilities and use of external training specialists or consultants in most Nigerian organisations. On-thejob training is mostly used by organisations while lectures and discussions, and job rotations are minimally used [32]. Large organisations such as financial institutions are likely to combine these training methods to ensure an appropriate harnessing of human capital. For example, First Bank Nigeria established training schools across the country (e.g. Lagos, Ibadan, Kano, and Benin City). They structured their Training and Development Programme along with employee job-specific skills, knowledgebased training, and self-development [37]. After the induction of a new employee in which he/she learns about the policies, procedures, and practices of the Bank, he/she undergoes on-the-job training then he/she will go for external training at one of these training centres across Nigeria. At the training centre, the new employee goes through a series of training based on their job description such that a customer-contact employee will attend a Clerical Operations Course, Cashier Training Course, and IT and Customer Service Training Course. The bank also encourages the employee to take self-development programs with provision for reimbursement on tuition and examination fees. There is a prospect of promotion and increment of appropriate salary scale following these pieces of training.

In the public sector, government-training institutes such as the Public Service Institute of Nigeria, the National Institute for Public Information, the Foreign Service Academy, and the Institute for Labour Studies was established to provide capacity building for public service employees. There are also opportunities for senior managers to attend overseas training institutes funded by the government. In addition, the increase in global interest in human capital building in developing economies prompted international development agencies like United Nations Development programs, International Labour Organisation, and the World Bank to fund training programmes for public sector employees. However, Nigeria still suffers shortages in skill and human capital development. According to UNDP's Human Development Index in 2021 [38], Nigeria with a 0.535 HDI value ranks 163 out of 191 against other countries. Scholars have traced this unfortunate situation to the adoption of neo-liberal policies, which exerted pressure on the government to cut down on their spending on critical areas of the economy such as education and health [26]. To compensate for this low human capital development, private organisations tend to invest huge resources in the training and development of their employees [22].
