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?
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