IMPACT OF EDUCATIONAL TRAINING ON TEACHERS EFFECTIVE TEACHING IN PUBLIC SECONDARY SCHOOLS

  • 0 Review(s)

Product Category: Projects

Product Code: 00005845

No of Pages: 65

No of Chapters: 5

File Format: Microsoft Word

Price :

$12

ABSTRACT

This project evaluated the “Impact of Educational Training on Teachers Effective Teaching in Public Secondary Schools (A Study of Enugu West LGA)” Human resources has been identified as one of the main sources of competitive advantage by many organizations in today's economy. This study adopted the survey method. A survey research is one in which a group of people or items are considered to be representative of the entire group. Survey design specifies how data will be collected and analyzed. The area of the study is in Enugu West LGA, which has 1223 public schools. the target population of the study is nine hundred and sixty-eight (968) respondents, both the junior and senior staff of out of (968) respondents is nine hundred and fifty-nine (959) were actually used for the study. These people were believed to have been in the department for at least nine (9) years and should have the necessary skills and knowledge required.  To ascertain the internal consistency of the instrument, Cronbach Alpha was used. The estimated coefficient reliability for the clusters were as follows: 0.93, 0.95, 0.95, 0.97 and 0.97 for clusters A,B,C,D and E respectively. The instrument has an overall reliability estimate of 0.95. These results show that the instrument is reliable, The questionnaires were of four point Likert scale. The responses in the questionnaire were tabulated under the column strongly agree, Agree, Disagree, Strongly Disagree. Therefore, it was recommended that Schools should make educational training and development of their employees a continuous activity. Public schools should view education training broadly as a way to create intellectual capital. Intellectual capital includes basic skills (skills needed to perform one’s job), advanced skills such as how to use technology to share information with other employees.





 

TABLE OF CONTENT

                                                                       

Cover page

Title Page                                                                                                              

Approval Page                                                                                                          iii

Dedication                                                                                                                 iv

Acknowledgements                                                                                                   v

Table of Content                                                                                                       vi

Abstract                                                                                                                   viii

 

CHAPTER ONE: INTRODUCTION

Background to the Study                                                                                           1

Statement of the Problem                                                                                           5

Purpose of the Study                                                                                                  9

Significance of Study                                                                                                 9

Scope of the Study                                                                                                   10

Research Questions                                                                                                  10

 

 

CHAPTER TWO: REVIEW OF RELATED LITERATURE

Conceptual Framework                                                                                            12

Theoretical Framework                                                                                            40

Empirical Studies                                                                                                     46

Summary of Literature Reviewed                                                                            48

 

CHAPTER THREE: RESEARCH METHODOLOGY

Research Design                                                                                                       51

Area of the Study                                                                                                     51

Population of the Study                                                                                           52

Sample and Sampling Techniques                                                                           52

Instruments for Data Collection                                                                                53

Validation of the Instrument                                                                                    53

Reliability of the Instrument                                                                                    53

Method of Data Collection                                                                                      54

Data Analysis Technique                                                                                         54

 

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

Data Presentation                                                                                                     55

 

CHAPTER FIVE: DISCUSSION, CONCLUSION, IMPLICATIONS, RECOMMENDATIONS AND SUMMARY

Discussion of Findings                                                                                            61

Conclusion                                                                                            62

Implication of the Study                                                                                          65

Recommendation                                                                                                     66

Limitations of the Study                                                                                          66

Summary of the Study                                                                               67

Suggestions for Further Studies                                                                               68

Appendix 1                                                                                                               70

Questionnaire                                                                                                           70

References                                                                                                                71

 


 


 

LIST OF TABLES

Table 1: Coded responses to challenges of educational training

    and development in public secondary school.                                         55

 

Table 2: Coded responses to what does educational training guarantee

              effective teaching.                                                                                      56

 

Table 3: Coded responses on educational training /development benefits in

public secondary schools                                                                         57

Table 4: Coded Responses on effect of training/development on

organization performance                                                                        59


 







CHAPTER ONE

INTRODUCTION

Background to the Study

Human resources has been identified as one of the main sources of competitive advantage by many organizations in today's economy Edvinsson and Malone, (2010); Stewart, (2010); Sveiby, (2010); Mayo, (2011). Largely, personnel department has been associated with procuring and hiring the human resources. But, after the newly appointed employees join the organization, it is necessary to impart training to them in order to make them competent for the jobs that they are supposed to handle. Also, in a global, complex and turbulent environment, knowledge is the only reliable source of competitive advantage. Organizational development is always conditioned by human knowledge and skills. Through the process of employee training and development, the management of human resources provides constant knowledge, innovation, creates conditions for mutual knowledge and experience exchange and proactive behaviour, in this way contributing to competitive advantage.

Therefore, training and development of manpower is indispensable to organizations, especially organizations that seek to be efficient and effective. This is because the efficiency and effectiveness of any organization depends, among other things, on the performance of its manpower.

Training, as Stahl (2012) observed, is so important that it is more efficient to improve the skills of existing employees to maximum through training than to rely solely on recruitment to provide the hypothetical highly skilled manpower needed. Arnoff (2011) observes that training and development foster the initiative and creativity of employees and help to prevent manpower obsolence, which may be due to age, attitude or the inability of a person to adapt him or herself to technological changes. According to Obisi (2011), training is a process through which the skills, talent and knowledge of an employee is enhanced and increased. He argues further that training should take place once the needs and objectives for such training have been identified. According to Mamoria (2009) training is a practical and vital necessity because it enables employees to develop and rise within the organization and increase their fringe benefits and job security. Mamoria explains that training helps to mould employees’ attitudes and help them to contribute meaningfully to the organization. The organization benefits because of enhanced performance of employees. He further states that a well-trained employee would make a better and more economic use of materials and equipment which go a long way to minimize wastages. According to Ohabunwa (2009) if organizations train their employees very well, managers and superiors would have the confidence to delegate authority to their subordinates but when subordinates are not properly trained, it would be difficult for authority to be delegated to them by their superiors.

Manpower development is a process of intellectual and emotional advancement. It relates to series of activities which enterprises embark upon to improve the managerial capacity and capability of their employees. The emphasis on manpower development is influenced by the belief that it is now desirable to focus more attention on areas which in the past have been relatively neglected because every organization regardless of its size must provide for the needs, interest and desires of its employees within the work environment if it is to earn loyalty, dedication, involvement and commitment necessary to compete effectively.

Training and development help to ensure that organizational members possess the required knowledge, skill and attitudes necessary for effective performance of specific task or job, take on new responsibilities, and adapt to changing condition. Systematic training and development of organization’s employees is the foundation of efficient and effective utilization and productivity of corporate personnel. To be effective in meeting the organizational goals of efficiency and increased productivity, training must not be conducted in haphazard (unplanned) manner. It should be a deliberate policy instrument designed to meet training needs of individuals, organization and technologically changing environment of production. The training programme should be appropriate and adequate to solve corporate training needs arising from requirements of new workers, shortfalls in employee performance, organizational changes and the individual worker’s expressed or observed training needs.

Human capital can be regarded as the prime asset of an organization and businesses need to invest in that asset to ensure their survival and growth. The organization should ensure that, it obtains and retains skilled, committed and well-motivated workforce it needs. This means taking steps to assess and satisfy future people needs and to enhance and develop the inherent capacities of people their contributions, potentials and employability -by providing learning and continuous development opportunities.

Global competition has caused organizations to focus on every aspect of their operations, questioning how each function and process can contribute to strategic goals. Training departments are also under pressure to demonstrate their organizational value in the same terms Steed, (2010), this is because organizations spend considerable time, effort and money in training their employees, but the benefits from these efforts are not clearly visible in organizations in terms of improved performance. To make training and development useful, it should be well planned and systematically implemented Rao and Nair, (2010). The capacity of staff in a firm influences the ability to achieve the desired targets particularly in performance driven enterprises. Human resource is recognized as a critical resource for success. In order to sustain performance of the organization, it is important to optimize the contribution of employees towards achievement of the aims and goals of an organization Armstrong, (2011).

 

Statement of the Problem

Training is a very important device in personnel management.

In spite of the fact that no organization can improve its services without continuous training and re-training of its staff, most workers in Nigerian public sector may not have been adequately exposed to training programme. This probably affects employees’ efficiency adversely and thus, it is certain that the public needs are not always satisfied.

Organizations often plan meticulously for their investment in physical and capital resources. These plans are reviewed with utmost attention to the minute details while rarely do such organizations pay attention to human resources that activate, operate and coordinate other resources of production. Not many organizations consider the necessity for a well-defined and sustainable training and development for their staff members in order to upgrade their performance.

One of the difficulties of successful training programme is how to measure the effectiveness and efficiency of training and development activities in a systematic manner. It is certainly important for organizations to provide a quantitative assessment of how training programmes influence organizational success. However, it is challenging to figure out which metrics to use, and how to incorporate them into post training assessment, how and when to follow-up, and how to adjust future training based on the result. It is one thing to design and develop training programme that is closely aligned with the improvement of job performance of employees so as to realize return on training investment, it is quite another thing to develop a cost-effective training delivery medium that works well for target employees or trainees.

Training is also impeded by constraint of time for preparation and participation in learning events. Scheduling training can be one of the most difficult challenges human resource departments face. Organizations are sometimes reluctant to let employees take much time away from their duties for off-the-job training programme. Furthermore, rapid changes in technology make it difficult to adequately prepare training activities and materials, and deliver training before employees need information and new skills.

Training and development has also been hampered due to little acceptance by learners/trainees of the need to take responsibility for their development.

 

Purpose of the Study

The basic purpose of this study is to evaluate the impact of Educational Training on Teachers Effective Teaching in Public Secondary Schools in Enugu West L.G.A. While the subsidiary objectives of the study are to:

1.      Determine the challenges associated with educational training and development in Public Secondary Schools in Enugu West LGA.

2.      Identify whether educational training and development schemes have positive effects on the performance of teachers in public secondary schools.

3.      Ascertain the educational training and development policy in operation at Public Secondary Schools in Enugu West LGA.

4.      Highlight the benefits of educational training and development in public secondary schools in Enugu West L.G.A.


Significance of Study

It is expected that the study will inform the management of Public Secondary Schools in Enugu West LGA and other organizations that to increase productivity, there is need to have and retain well trained personnel and maintain a quality work life and advancement of education, which will provide an opportunity for employee’s job satisfaction and self-actualization. Finally, it is to aid the management of Public Secondary Schools in Enugu West LGA to introduce modern schemes of educational training and development to be able to meet the challenges of change in the future. The research work will also be of great significance to teachers of Public Secondary Schools in Enugu West LGA and other public sectors, as it will enable them to appreciate the need for continuous training and development.


Scope of the Study

The study is limited as it looks at the impact of educational training on teacher’s effective teaching in public secondary schools in Enugu West LGA and the role it has played in public sector. Accordingly the analysis and conclusion will be based on this time period.


Research Questions

To specify the problem explicitly, the following research questions are asked:

1.       To what extent does the challenges associated with educational training and development in public secondary schools affect teacher’s performance?

2.       To what extent does educational training and development policy in operation at Public Secondary Schools in Enugu West LGA.

3.      What are the effects of educational training/development on organizational performance?

4.      To what extent does educational training guarantee effective teaching?



Click “DOWNLOAD NOW” below to get the complete Projects

FOR QUICK HELP CHAT WITH US NOW!

+(234) 0814 780 1594

Buyers has the right to create dispute within seven (7) days of purchase for 100% refund request when you experience issue with the file received. 

Dispute can only be created when you receive a corrupt file, a wrong file or irregularities in the table of contents and content of the file you received. 

ProjectShelve.com shall either provide the appropriate file within 48hrs or send refund excluding your bank transaction charges. Term and Conditions are applied.

Buyers are expected to confirm that the material you are paying for is available on our website ProjectShelve.com and you have selected the right material, you have also gone through the preliminary pages and it interests you before payment. DO NOT MAKE BANK PAYMENT IF YOUR TOPIC IS NOT ON THE WEBSITE.

In case of payment for a material not available on ProjectShelve.com, the management of ProjectShelve.com has the right to keep your money until you send a topic that is available on our website within 48 hours.

You cannot change topic after receiving material of the topic you ordered and paid for.

Ratings & Reviews

0.0

No Review Found.


To Review


To Comment