ABSTRACT

The Central Bank of Nigeria in its strategy towards improving the human resource management and the general performance of the banks adopted electronic management which is also referred to as Information Communication Technology (ICT). Prior to the introduction of e-management, the bank management and administrative work were done by staff through manual method. Since the introduction of e-management in the Central Bank of Nigeria, no study of this magnitude has been carried out to ascertain its impact of the bank. This study therefore intends to fill this lacuna in knowledge. The broad objective of this study is to explore the impact of e-management on human resource development  in
the Central Bank of Nigeria. Specifically, this study intends to achieve the following objectives namely to: (i) ascertain the extent to which e-management has contributed to human resource development in the Central Bank of Nigeria. (ii) determine the extent emanagement has enhanced staff productivity in the Central Bank of Nigeria and (iii) ascertain whether or not the introduction of e-management increased unemployment in the Central Bank of Nigeria. The field force theory ,propounded by Lewin was used in the analysis of this study. Field force is a theory of change. It believes that the organization is propelled by competition: economic, political etc. to change their actions and operations. The study adopted a descriptive cross sectional surveyresearch design and self reporting techniques for data analysis. This study revealed that the use of e-management system in the central bank of Nigeria has improved staff development. Secondly the study also revealed that the implementation of e-management in the central bank of Nigeria has enhanced staff productivity. Thirdly, the study discovered that the introduction of emanagement system in the central bank of Nigeria did not increase unemployment in the
Bank.

TABLE OF CONTENTS
Title Page – – – – – – – – – – – – i
Certification – – – – – – – – – – – -ii
Dedication – – – – – – – – – – – -iii
Acknowledgement – – – – – – – – – -iv
Abstract – – – – – – – – – – – -vi
Table of Contents – – – – – – – – – -vii
List of Diagrams; Graphs and Tables – — – – – – -viii
CHAPTER ONE: INTRODUCTION – – – – – – -1
1.1 Background of the Study – – – – – – – -1
1.2 Statement of the Problem – – – – – – – -4
1.3 Objectives of the Study – – – – – – – -6
1.4 Significance of the Study – – – – – – – -7
1.5 Literature Review – – – – – – – – -7
1.6 Theoretical Framework — – – – – — – -37
1.7 Hypotheses – – – – – – – – – -41
1.8 Method of Data Collection – — – – – – – -41
1.9 Logical Data Framework – – – – – – – -46
CHAPTER TWO: CENTRAL BANK OF NIGERIA AND THE USE OF E- MANAGEMENT SYSTEM – – – – – – – – -49
2.1 Introduction – – – — – — – – – -49
2.2: Brief history of the Central Bank of Nigeria Administrative System – -50
2.3: Components of E-management – – – – – – -52
2.4: The Use of Internet/Intranet Applications – – – – -55
2.5: Central Bank of Nigeria E-management Web Based page – – – -57
2.5.1 Application of the CBN E-management Web Based Page – — – -58
CHAPTER THREE:E-MANAGEMENT AND HUMAN RESOURCE DEVELOPMENT- — – – – – – – – – -60
3:1: Introduction———————————————————60
3.2: Computer Literacy Level and use of Internet/Intranet Technology
in the Central Bank of Nigeria – – – – – – -64
3.3: E-management and Staff Development Strategies – – – -75
CHAPTER FOUR: THE IMPACT OF E-MANAGEMENT ON STAFF PRODUCTIVITY – – – – –……87
4.1: Introduction……………………………………………………………… 87
4.2: E-management and Effective Banking Operations – – – -88
4.3: E-management Services Delivery – – – – – – -99
CHAPTER FIVE: E-MANAGEMENT AND EMPLOYEMENT OPPORTUNITIES – – – – – – – – 102
5.1: Introduction- – – – – – – – – – —– – – ——– – – — – – – – – – – – – – – – – – – – – 102
5.2: Effect of E-management on Staff Strength – — – – -104
CHAPTER SIX: SUMMARY AND CONCLUSION – – – – -122
6:1 Summary of Findings – – – – – – – -122
6:2 Conclusions- – – – – – – – – -123
6.3 Recommendations – – – – – – -125
BIBLIOGRAPY – – – – – – – – – – -128
APPENDIX – – – – – – – – – – – -135

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