STAFF TRAINING AND DEVELOPMENT: A TOOL FOR INCREASE IN PERFORMANCE IN ORGANISATION IN ABIA STATE; (A CASE STUDY OF FEDERAL MINISTRY OF EDUCATION ABIA STATE)
ABSTRACT
This work on staff training and development: A tool for increase in performance in organization in Abia State (a case study of federal ministry of education Abia State). has been under taken to fill the gap occasioned by lack of training and development which lead to poor performance in organization. This is because life is dynamic and new inventions and ways of doing things in organization are continually envolving. And since people work and rise in hierarchy to take more responsibilities, there is need to equip them with necessary skills that will help both present jobs and future responsibilities which can only achieved through training and development programmes.
This work applied survey approach in the study of four out of seven departments in the Federal Ministry of Education Abia
State in it’s effort to know the various staff training and development given to staff of the organization. Various literature were reviewed in this area. Also primary data /information were sought for using questionnaires. It is also tried to establish the effect of these training on staff input/performance and the effect on the overall growth and development of the organization by analyzing and testing the data collected and some hypothetical statement posed.
It was found out that training and development is a variable tool for increase in the performance in the federal ministry of education Abia state, and finally revealed that there are some constraints that limit the positive impact as well as the conduct of training and development exercise in the ministry.
TABLE OF CONTENT
Title page
Approval page
Dedication
Acknowledgment
Abstract
Table of contents
CHAPTER ONE
1.0 Introduction
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the problem
1.4 Research questions
1.5 Statement of hypothesis
1.6 Significance of the study
1.7 Scope of the study
1.8 Limitation of the study
1.9 Definition of terms
Reference
CHAPTER TWO
2.0 Literature Review
2.1 Introduction
2.2 Training as a tool for changing behaviour
2.3 Training as a means of acquiring skills and development
2.4 Training as a tool for development of employee potential
2.5 Different between training, development and education
2.6 Typologies of training and development
2.7 Training process
2.8 The role of the trainer
2.9 Importance of traning and development in organization
2.10 Training and development in ministry (Nigeria experience)
2.11 Duties and responsibility of federal ministry of education Abia state
2.12 Assessment of training and development effort in Nigeria
References
CHAPTER THREE
3.0 Research design and methodology
3.1 Introduction
3.2 Research design
3.3 Sources/methods of data collection
3.4 Population and sample size
3.5 Sample techniques
3.6 Validity and reliability of measuring instrument
3.7 Methods of data analysis
References
CHAPTER FOUR
4.0 Presentation and analysis of data
4.1 Introduction
4.2 Presentation of data
4.3 Analysis of data
4.4 Test of hypothesis
4.5 Interpretation of results
CHAPTER FIVE
5.0 Summary, conclusion and recommendation
5.1 Introduction
5.2 Summary of findings
5.3 Conclusion
5.4 Recommendation
References
Bibliography
Appendix
CHAPTER ONE
1.0 INTRODUCTION
In any administrative organization, a large or small, public or private, competent personnel are required for the actualization of the organization’s goals and objectives.
After workers have been hired to work for an organization, one striking thing about them is that they have different backgrounds, though they may have the same qualification. Also by having not worked for that organization before, they may not have indebt knowledge of the techniques, procedures, and culture of the organization.
In the same vein, Obikeze, Obi and Abonyi (2005) states that
Life is dynamic and new inventions and ways
of doing things are continually evolving.
Change is now regarded as anything permanent in life.
In the work place, the workers need to be aware
of these changes and also innovate accordingly.
As people work and rise in the hierarchy, they take on more responsibilities which may not even bear much resemblance to the ones they were exposed to at the early stage, hence they are supposed to be prepared early enough so that future challenges would not overwhelm them.
They above in a nutshell, under shows the need to equip the workers with necessary skills that will help in both present jobs and future responsibility and which can be achieved through training and development.
1.1 BACKGROUND OF THE STUDY
It is common for people to see training and development as the same thing. However, it is important to point out that though, they are similar but are not the same thing.
In the word of Campbell (1971), training “is a planner learning experience designed to bring about permanent change in an individual knowledge, attitude or skill”
Cole in Obikeze, Obi and Abonyi (2005) Opine that training
any learning activity which is directed towards the acquisition of specific knowledge and skills for the purpose of an occupation or task.
In addition, Ogunna (1996) opine that training “is a process by which the attitude, skills, technical knowledge and abilities of the employees to perform specific job are increased”.
Development on the other hand, according Onuoha in Obikeze Obi and Abonyi (2005) states that staff development involves “preparing employees for high responsibilities in the future”
It is also a programme with the intent to improve employees’ conceptual and human skills in preparation for future jobs.
In addition to that Cole in Obikeze, Obi and Abonyi (2005) opine that staff development is refers to
any learning activity which is directed towards future needs rather than the present needs and which is concerned more with career growth than immediate performance.
Writing on the staff development and training in organization, Ubeku (1975) state that “employees who have received adequate training before being assigned responsibilities lack the necessary confidence with which to carryout their job”. That the employees should be helped to grow into more responsibilities by systematic training and development so that he will be confident enough to carryout the responsibilities of their jobs.
However, Campbell (1971) states that the distinction between training and development
Is that development aimed at the managerial personnel and that training course are designed for short term and stated set purpose, such as operation of some pieces of machinery and others.
From the above, it is now clear that there is a major different between training and development. Though both of them are geared towards increasing or improving the skills of workers.
Training is concerned with teaching the workers specific skills that will assist them in their immediate task while development is concerned with teaching the workers more general skills that will assist them in career growth, thereby enquiring for the future.
Commenting on the inevitability of training and development, Onyemesim (2008) indicate that effective training programme can result in increased productivity, reduce labour turnover, and greater employee satisfaction.
Countless writers on the subject on the other hand come out with the conclusion that the need for training and development cannot be overemphasized, yet public organization place it at the bottom of their priorities.
Still on that, Ogunna (1996), Opine that “training of personnel has not been given adequate alternation in Nigeria while federal ministry are specialized bodies of government which requires special skills, techniques and norms peculiar to it.
Britain gives specific alternation to regular specialist training for public organization staff. So, this was inherited by Nigeria during the colonial era.
The federal government in its programme of training designed three universities, namely Obafemi Awolowo University for the Western zone, University of Nigeria Nsuka for the Eastern zone and Ahmadu Bello university Zaria for the Northern zone, as national training centers for organizational personnel. In addition to formal academic training, the centre organized regular seminar and workshops for the public and private organizational personnel. However, various categories in addition to these national centres were also ill equipped, poorly financed and inefficiently managed staff towards the development of workers.
Secondly, the training of staff in the organization is often organized and handled by non experts and in some cases, by people who never studies public administration as a subject.
Thirdly, sometimes the training contract is awarded to in-law, friends and relation in a manner that will heavily enrich the officer that controls the training vote.
Moreover, training programme contract is often gives as a form of public political patronage or friendship favour. Some times the training contract is given to non – existence consultancy firm. There is an absence of well articulated and properly designed training programme for the federal ministry of education personnel. In some cases they are poorly planned, ill-organized and ineffectively executed. In short, the federal ministry of education training in Nigeria is haphazard, gross inadequate and inefficient, which has led to low productivity in almost all the federal ministries of the federation.
Federal Ministry Of Education Abia State was established in the year 1993 under the military head of state, major General Ibrahim Badamosi Babangida. This ministry was established for inspectorate service of both government and private schools. This ministry was sited at No 3 Ojike Street Umuahia in Umuahia North local government of Abia State. The ministry is made up of coordinator of inspection (C.I) as the head of the ministry and other departments of Administrative department, Account, Store, Registry, Typing pool and technical department that made up of driver and security section.
Like other federal ministries in the federation, Federal Ministry of Education Abia State has the primary goal of carrying out inspection on the positions of schools and with regard to the provision of
a. Good management of the schools
b. Quality of teachers
c. Conducive environment
d. Data of the number of schools and
e. Staff and overall standard.
2. Conducting workshop which is a problem – solving oriented discussion meeting. These handle very technical issues and strive to find solutions or generate information and ideas about them.
3. Recruitment of workers on grade level 1 to 6 through the “Junior Staff Committee (local)” in the primary and secondary schools.
But it has failed abysmally in this quest for development because there is a high rate of economic underdevelopment showcased inform of lack of well trained personnel, Godfatherism, bribery and corruption. The most crucial problem facing federal ministry of education in Abia State is not from financing but inadequate quality manpower resources. Staff are not well qualified and lack the requisite experience. Training and development programme are hindered by those factors mentioned above.
In conclusion, personnel are the life of any organization. Its effective management is therefore very central and crucial in the achievement of organization objectives. The effectiveness of federal ministry of education Abia State depends to a large extent on the efficiencies of its staff. What emerges as a conclusion is that staff is not given specialized training and development that will give effect to professionalism of the federal ministries services.
1.2 STATEMENT OF THE PROBLEM
It is generally accepted that the livewire of any organization is the human resources. The quality of staff in the federal ministry of education will determine the quality of developmental service provide to the general public. Federal Ministry of Education is full with these problems that make training and development an inevitable tool for increase in performance.
i. Workers come from different backgrounds and lack indebt knowledge of techniques, procedure and culture of the organization
ii. Life is dynamic because there are always change of government , economic system and policies
iii. New inventions and ways of doing things continually evolves for example manual typewriter to computer.
iv. Workers rise in the hierarchy which makes them take more responsibilities.
From the above, it is necessary that a scholarly research will be done on this aspect of social science as to unveil as much as these problems.
1.3 OBJECTIVE OF THE STUDY
In view of the identified problems of this study, the objective of this research will include among other things the following:
i. To ascertain the relationship between staff training and development and performance.
ii. To examine the extent to which training and development can contribute to increase in performance
iii. To identify problems associated with employee training and development programmers in administrative organization.
iv. To make useful recommendation based on finding of the study.
1.4 RESEARCH QUESTION
Training and development need refers to any deficiency of skills and knowledge on the part of the employee which can be remedied through training. When the performance of worker is noticeably poor and cannot be improved through motivation and simplifying the work procedures, then a training need has arisen. Also when an organization adopts a new system of operations, or buys new machines, that are quite different from the one currently in use, then a training need has clearly arisen. Therefore, it is pertinent to ask the free questions.
i. What is the relationship between training and development towards the staff in their performance in the organization?
ii. Will the different background of workers in the organization lead to poor performance
iii. What is the impact of training and development in the organization
iv. Do training and development in the organization lead to increase in workers performance?
1.5 STATEMENT OF HYPOTHESIS
Hypothesis as a tentative statement or assumption formulated that is meant to be test and confirm will be guided by the following in this research.
Ho: Training and development is not a tool for increase in performance in the federal ministry of education Abia State.
Hi: Training and development is a tool for increase in performance in the federal ministry of education Abia State.
1.6 SIGNIFICANCE OF THE STUDY
1. In addition to serving as a partial fulfillment of the requirement(s) for an award of Higher National Diploma, (HND), this study will benefit administrative organization, government, researchers and academics.
2. On the part of administrative and the government, the importance of this study will expose to the importance of employee training and development and it’s relationship to organizational productivity and therefore provides guiding steps towards policy formulation, strategic planning and attain other major decision making in this regard.
3. Researchers and academics will stand to benefit by way of having additional materials for academic work such as lecturing, seminar and conference materials available in this complication is use for class work and assignment.
4. Federal Ministry of Education Abia State will be the highest beneficiary of this work, adequate facts and limitation regarding training and development will be identified and this will form a guiding yard – stick or criteria for limitation so as to establish proper solution to its low productivity.
1.7 SCOPE OF THE STUDY
Scope of the study deals with the areas a research covered. This study was scoped on staff training and development as a tool for increase in performance in organization in Abia State, with emphasis on the Federal Ministry Of Education Umuahia Abia State.
The ministry was made up of seven (7) departments, which for the sake of convenience, the researcher intend to study only four (4) departments of Registry, Administration, Accounts and Store.
However, no move was made to go into other Federal Ministry of Education of other States of the Federation
1.8 LIMITATION OF THE STUDY
The factors that militate against this work include:
i. Finance: This was in fact the most limitating factor, in spite of this; the researcher has to travel in search for materials that carry vital information for the work, coupled with high cost of minutes for browsing.
ii. Time: In this kind of research, a lot of time is required by the researcher to conduct exclusively survey of the topic, but enough time was not given to get necessary information needed for the work.
iii. Inadequate Information: This involves the gathering of relevant materials of data to aid the researcher to achieve a successful research. This is very problematic in the sense that some the officers are afraid of the letting out information for security reasons.
iv. Security: The research was confronted with the problem of secret code to obtain some vital information from net and scanty of information when the code numbers could not be provided by the researcher.
v. Academics Overload: This is deals with different academic task faced by the researcher at the time of this work.
1.9 DEFINITION OF TERMS
Administration: The process of harmonizing and coordinating the activities of two or more people to accomplish certain ends.
Productivity: The ability to produce required result.
Personnel: Human elements in the organization
Federal ministry: A body or agent of government of the federation established for a set goal.
Organization: An organize group of people that come together to work and achieve a set objective.
Skill: the ability to do something very well.
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