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TRAINING AND DEVELOPMENT AND TEACHERS PRODUCTIVITY
ABSTRACT
This study
set out to determine the effects of training and manpower development on
teachers job performance in Lagos State a Case study of Oshodi Isolo Local
Education District.
The survey
research design was used in the study. The respondents were made up of 100 male
and female teaching staff in public Secondary schools in Oshodi Isolo Local
Education District. The stratified random sampling technique was used to select
the respondents. A four point Likert type questionnaire titled. “Effects of
Training and Development on Teachers Job Performance was prepared and used to
collect data for the study.
The person
product Moment correlation and the t-test were used for the analysis of the
data. The analysis shows that a positive relationship exists between training
and teachers improved job performance, the training policy of PPTESCOM to some
extent enhances teacher’s preparation for higher responsibilities in their jobs
as well as the effectiveness of the school system.
One could
therefore, conclude tentatively that
PPTESCOM should continue to promote staff training and development in
order to enhance the accomplishment of the organizational goals.
CHAPTER ONE
INTRODUCTION
Background
of the Study
The
achievement of organizational objectives either public or private requires the
availability of certain inputs in terms of human and material resources which
are otherwise referred to as the factors of production. These factors of
production are land Labour, capital and entrepreneurship.
It should be
noted therefore that of all these factors, labour which refers to different
categories of workforce who perform managerial, technical, supervisory and
general duties in an organization is the most complex to manage due to
individual differences and uniqueness. Individual goals and aspirations,
individual needs and preferences, divergent interests of the individuals
compared with that of organization as well as the individual capabilities and
aptitudes.
From the
foregoing, it is evident that the success of the school system like every other
organization depends to a large extent on the ability to utilize the teacher in
an efficient and effective manner.
And for the
organization to maximize the utilization of the teachers, there is the need for
training and manpower development programmes. Employees' training and
development is an attempt to improve their present and future performances on
their jobs through learning, so as to be able to carry out assigned tasks for
the purpose of attaining the goals and objectives of the school system.
Training can thus be described as a systematic way of stimulating efficiency
and high performance through learning processes.
Adeleke,
(2000) observed that employee's competence on the job is acquired not only by
formal education but also through the acquisition of specific skills and
knowledge on the job by training and development. Greater emphasis should
therefore be placed on training and development as a panacea for obtaining
competent employees in the organization.
The
importance of training in enhancing the effectiveness of any organization
cannot be over-emphasized. This arises from the fact that it forms an integral
part of the process of total quality management and enables employees to
perform their duties and responsibilities effectively so as to enable the
organization achieve its set goals and objectives.
Training
connotes a planned process to modify attitudes so as to achieve effective
performance in a range of activities. It can further be described as an
organized procedure which is based on individual needs for satisfying specific
job requirements. It is therefore, a necessary exercise carried out to give a staff
the needed and required knowledge or skills: its aim is to solve particular
organizational problems.
Training is
thus geared towards the acquisition of specific skills or knowledge and such
skills and knowledge acquired must be needed to solve specific and important
organizational problems. It therefore requires changes in the job behavior or
performance of those trained.
Manpower
development on the other hand is seen as the learning activities which are
directed towards the future needs rather than present and which are concerned
more with growth, career and succession than immediate performance.
Human
resources development is a systematic process, which aims at ensuring that the
organization has the effective managers it requires to meet its present and
future needs. It is concerned with improving the performance of existing
managers, giving them opportunities for growth and development, and ensuring,
as far as possible that management succession within the organization to
develop the capacity to solve different problems as well as to meet future
needs. In essence, development can be much more related to the future rather
than the present job. It is therefore a course of action deigned to enable
individual employees realize their potentials for growth. It is pertinent from
the foregoing that development programmes are more broad based and general in
outlook , targeted at senior employees and for long-term purposes because it is
a planned, guided or directed activity undertaken by an employee to help prepare
him for higher responsibilities to come (Olaiya, 1999).
For any
organization to invest in training and development programmes for its employees
implies toeing a right direction in the realization of the goals of the
organization as this will go a long way in enhancing the performance of the
employees in their jobs.
Statement of
the Problem
Without
doubt, training and development are important factors in the organizational
effectiveness. It has been discovered by Olaiya (1999) that some public organizations
are non-challant to the training, retraining and development of their
employees. This problem is to some extent noticeable in the Lagos state post
primary Teaching services Commission where teachers are rarely sent on training
and development programmes. For instance, new recruits are not usually given
induction and orientation programmes. Even when teachers are sent on training
where it is organized, (which is always on short-term basis) little or no room
is given to them to display the skills acquired through promotion or increased
remuneration. It is as a result of this that it is thought necessary to examine
this situation as they effect teachers in public secondary schools in Lagos
State.
Purpose of
Study
1. Study will find out the training policies
of the Lagos state teaching services commission.
2. It helps to identify training and
development programmes available for the teachers in the Lagos state
post-primary teaching services commission.
3. It helps to determine the adequacy of the
training programmes in terms of staff participation and relevance.
Research
Questions
The
following research questions are raised to guide this study:
1.What
training and development policies are available to Lagos state Post-primary
Teaching Services Commission?
2.What
methods of training and development are employed by the commission for its
teachers?
3.To what
extent are training and development programmes used for promotion and increased
remuneration for teachers?
4.Is any
effort made to determine whether positive changes in the job performance of
teachers occur after completing training programmes?
5. How has
training affected teachers productivity in Lagos state.
Research
Hypothesis
The
following hypothesis are tested in the study:
1. There is no significant relationship between
training and development for teachers effective job performance policies of the
commission.
2. The training and human resources development
do not prepare teachers for higher responsibilities with the effectiveness of
the school system.
In this
study, the following variables are identified:
1. Independent Variables - Training and
development
2. Dependent Variables – Teachers’ job
performance effectiveness of the school system.
Significance
of Study
This
research work is of immense significance to the management and staff of the
Lagos State Post-Primary Teaching Services Commission. Also, Ministries of
Education at both the federal and state levels and other agencies directly
involved in human resources development, training and consultancy services
especially for teachers will benefit from this study.
In addition
to this, students of educational administration and the general public who are
stake holders in human resources and development programmes will have
information on the level and potency of staff training.
Scope of the
Study
The scope
covers the staff training, and development and teachers productivity in
Oshodi-Isolo local Education District of Lagos state
Defin ition
of Terms
Training: This
is a systematic way of stimulating efficiency, high performance teacher’s
productivity through learning process.
Manpower
development: This concerns the learning activities of teacher’s development,
training and productivity towards the future needs then present and which is
directed to growth and succession of teacher’s overall productivity.
Human
Resources Development: Itis a systematic process which aims at ensuring that
the educational organization has effective managers (teacher’s of high productivity
and developmental level and effectively trained) required to meet the present
and future needs of teaching and learning processes.
P-PTESCOM (Post-primary teaching Service
Commission):
This is the
statutory body responsible for the
appointment, re-absorption, posting, confirmation, promotion, transfer,
training, dismissal and discipline of all teaching and nonteaching staff of
Lagos state secondary schools and technical colleges.
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