ABSTRACT 

The main objective of every business is to maximize profit. This major goal cannot be achieved

without conscious investment on human capital to have the quality of employees that will enable

the organization achieve it corporate objectives. According to Odhong et al., (2013), hunnm capital

was defined by Bontis et al., (1999) cited in Baron and Armstrong (2007) as the combined

intelligence, skills and expertise that gives the organization its distinctive character. Carnegie

(1919:3) as cited by Ismaila (2013) notes that, "the only irreplaceable capital an organization

possesses is the knowledge and ability of its people. The productivity of that capital depends on

how effectively people share their competence with those who use it". The banks in Nigeria are

well known for a common phrase which says "our employees are our greatest asset". If this

assertion is critically evaluated, the said greatest asset has not been given the required attention

that could bring out the best in an employee. The highest recruiting industry in Nigeria is the

banking sector. Basically, they now recruit the First class graduates from the universities and also

professionals in IT and finance. One expects proper motivation and attractive welfare package for

these quality of human capital who spend the useful part of their lives working and maximizing

shareholders values. However the reverse has always been the case. The issue of human capital

development in banking industry is all about investing in improving the skill, innovation and

technical capability of the workforce to enhance productivity. This is not restricted to workers

alone but extends to even the employers/entrepreneurs because they too need to develop

themselves for more efficiency and effectiveness in the management of physical and other human

resources.