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.
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.
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
Background of the study
Statement of the problem
Objective of the problem
Statement of hypothesis
Significance of the study
Scope of the study
Limitation of the study
Definition of terms
Training as a tool for changing
Training as a means of acquiring skills
Training as a tool for development of
Different between training, development
Typologies of training and development
The role of the trainer
Importance of traning and development in
Training and development in ministry
Duties and responsibility of federal
ministry of education Abia state
Assessment of training and development
effort in Nigeria
Research design and methodology
Sources/methods of data collection
Population and sample size
Validity and reliability of measuring
Methods of data analysis
Presentation and analysis of data
Presentation of data
Analysis of data
Test of hypothesis
Interpretation of results
Summary, conclusion and recommendation
Summary of findings
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
of doing things are continually
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
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
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.
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
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”
is also a programme with the intent to improve employees’ conceptual and human
skills in preparation for future jobs.
addition to that Cole in Obikeze, Obi
and Abonyi (2005) opine that staff development is refers to
learning activity which is directed towards future needs rather than the
present needs and which is concerned more with career growth than immediate
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
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.
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.
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.
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.
gives specific alternation to regular specialist training for public organization
staff. So, this was inherited by Nigeria during the colonial era.
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.
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
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.
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.
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.
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
management of the schools
of the number of schools and
and overall standard.
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.
of workers on grade level 1 to 6 through the “Junior Staff Committee (local)”
in the primary and secondary schools.
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.
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
1.2 STATEMENT OF THE PROBLEM
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.
come from different backgrounds and lack indebt knowledge of techniques,
procedure and culture of the organization
is dynamic because there are always change of government , economic system and
inventions and ways of doing things continually evolves for example manual
typewriter to computer.
rise in the hierarchy which makes them take more responsibilities.
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:
ascertain the relationship between staff training and development and
examine the extent to which training and development can contribute to increase
identify problems associated with employee training and development programmers
in administrative organization.
make useful recommendation based on finding of the study.
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.
is the relationship between training and development towards the staff in their
performance in the organization?
the different background of workers in the organization lead to poor
is the impact of training and development in the organization
training and development in the organization lead to increase in workers performance?
1.5 STATEMENT OF 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
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
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.
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
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
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.
no move was made to go into other Federal Ministry of Education of other States
of the Federation
1.8 LIMITATION OF
The factors that militate against this work include:
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
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.
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
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.
Overload: This is
deals with different academic task faced by the researcher at the time of this
1.9 DEFINITION OF TERMS
process of harmonizing and coordinating the activities of two or more people to
accomplish certain ends.
Productivity: The ability to produce required
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
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