Staff Training and Development of School Personnel in Lagos State
Chapter One
Purpose of the Study
The main purpose of the study is to examine the teachers’ training and work performance in selected secondary schools in Mainland Local Government Area of Lagos State.
Other objectives of the study include:
(1) To find out what types of training programmes are available for teachers in schools
(2) To evaluate the training needs of teachers in the school.
(3) To differentiate the productivity of male and female teachers in the school.
(4) To find out whether there is a relationship between training of teachers and academic performance of students in the school.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
CONCEPT AND MEANING OF STAFF TRAINING AND DEVELOPMENT
A Greek philosopher Aristotle avers, “definition est nominis”, that is, the beginning of any discussion or argument(s) lies in the clarifications or definition of the relevant terms. With due respect to this philosopher, may we have a close look at the term training and development. 13 Training and development is a process that enables organizational members to acquire knowledge and skills they need to perform their jobs effectively, take up new responsibilities and adapt to changing circumstances. Thus, it enables organizational members to become better performed. It is important, however, to distinguish the two terms. Training primarily focuses on teaching organizational members how to perform their current jobs and helping them acquire the knowledge and skills they need to be effective performers. It is usually for non-managerial state. Development on the other hand, is technically managerial inclined. It focuses on building the knowledge and skills of organizational members, so that they are prepared to take on new responsibilities and challenges. The use of initiative between the mangers and non managers also differ. For mangers or administrators, the expectations, including use of initiatives, is wider when compared with non-mangers. Agbaeje, (2007:135). Cole (2006:350) stated clearly that the scope of training and development activities, as in most other activities in an organization, depends on the policy and strategies of the organization. This is because policy is the framework and compass for the achievement of any goal. In support of that Ikpetan and Ebiai (2009:17) detailed that training and development results from a planned organizational effort to help employees improve work behaviours. Bhaskar (2007:132) asked a rather rhetoric question when he wrote that “to train or not to train” is no longer a question that an overwhelming majority of companies need to answer. Action in the affirmative needs to begin almost simultaneously with the inception of the organization. Effective training enables employees to learn to do their jobs better and perform more proficiently. With increasingly advanced technology, continuous training of personnel has become essential to the success of the organization. Companies and organizations increasingly need to provide opportunities for the continuous development of 14 employees not only in their present job, but also to develop their capabilities for jobs which they may be entrusted in the future. He thus, defined training as the systematic process of personnel for the purpose of improving individual and organizational performance. It is fundamentally important for the continued growth and development of both individual employee and the organization. From the point of view of the individual, learning and absorption go on continuously throughout life. Training provides the direction and guidance for this perpetual learning process. Security and confidence are additional attributes that a well-trained employee acquires. From the organizational view point, training shortens the time required for employees to reach peak efficiency levels. The cost of training is considerably less than the cost of gained experience particularly in the context of advanced technology and expensive equipment. Essentially, training contributes significantly in increasing the quality and quantity of work processed, and reducing waste and idle time. It is now widely acknowledged that the collective influence of a group of well-trained employees can largely determine the success of the firm. On the other hand, Bhaskar (2007:154), Bateman and Snell (2004:312) among others have the same understanding of Development. To them, it involves teaching managers and professional employees broader skills needed for their present and future jobs. In today’s competitive environment, an organization has to be concerned about the development of the management team-supervisors, middle- level managers and top-level executives.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine staff training and development of school personnel in Lagos state. selected secondary schools in Mainland Local Government Area of Lagos State form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain staff training and development of school personnel in Lagos state. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of staff training and development of school personnel in Lagos state.
Summary
This study was on staff training and development of school personnel in Lagos state. Three objectives were raised which included: To find out what types of training programmes are available for teachers in schools, to evaluate the training needs of teachers in the school. to differentiate the productivity of male and female teachers in the school and to find out whether there is a relationship between training of teachers and academic performance of students in the school. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from selected secondary schools in Mainland Local Government Area of Lagos State. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The findings of this research work and the discussions on the various results arrived at, it becomes clear that the following conclusions are obvious. A trained employee performs his job competently. Training leads to the eradication of employee lousy attitude towards performance and productivity. Furthermore, practically there is a significant relationship between training and employee attitude to the work itself and human environment. A trained staff has the tendency to improve on his/her non-friendly attitudes towards the people at the grassroots. Finally, a trained employee is less likely to quit his job. The trained is loyal to the organization and even has a future with the organization. It is also established that training an employee shed animosity behavior towards his/her superior. The trained staff works diligently with little or no supervision, which is traceable to the training acquired.
Recommendation
The research discovered that public organization do not train their employee very regularly. On the other hand, the employee enthusiasm for training and development more often than not derails. To right the wrongs epitomized by this anomaly, government should morally and financially encourage employee into instituting a training fund contribution that would facilitate regular training and development exercise. This effort would yield a mutual benefit to the employer and the employee. When the employee is equipped to compete with contemporaries outside the organization that makes the employee a good ambassador of his/her organization. Another, recommendation is the provision of the training opportunity that would also meet the financial need of the workers.
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