THE IMPACT OF STAFF TRAINING AND DEVELOPMENT IN TERTIARY INSTITUTIONS
(A CASE STUDY OF KOGI STATE UNIVERSITY ANYIGBA)
ABSTRACT
This research work is poised to look
into the Impact of Staff Training and Development in Tertiary
Institutions (A Case Study of Kogi State University, Anyigba) The study
is aimed at examining the Impact training and development has on the
staff of tertiary institutions in the country particularly on Kogi State
University, Anyigba, as well as reviewing relevant literatures on the
types of training, training responsibility, training and development
needs, evaluation of training and the benefits training has on staff
development. The researcher used both primary and secondary sources of
data. In analyzing the data, the use of simple percentage method was
adopted for easy understanding. It was revealed after the. After review
and updating various works written by different authors in relation to
training and development, useful recommendations were made which will go
along way in education various organizations on the best method of
training to be adopted in increasing performance in their organizations.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Staff training and development serves as
a bed rock and important thing in any tertiary institution because it
help employees of an organization to acquire basic skills needed for
actualization of their various activities effectively.
It is obvious that the absence of staff
training and development facilitates to update the knowledge of the
employees in an organization which would affect the competence of
employees in handling their job effectively.
Staff training and development is a
necessity because it helps to maintain a high quality skilled labour
that can perform a given task in an organization, mainly because the
complexity of organizational programmes coupled with the challenging
nature of activities expected to be performed by employees required the
need for training of employees in order to improve their skills and
performance towards the accomplishment of organizational goals. For this
reason mentioned about, it is very glaring that training and
development must be encouraged in the organization in order to improve
the productivity of the employee
Training and development of works are
vital programmes necessary for the growth, efficiency and sustenance of
any viable organization. This is because workers would be prepared to
handle their job perfectly if they are adequately trained and developed.
In some organization, training and
development are very informal and unstructured whether or not the system
is to invest in the education and development of its employees by
formulating and implementing a human resources development strategy that
includes programmes, objectives and procedures for development and off
the job training and other learning experience.
It is important to note that staff
training should be accorded much prominence. This perhaps might be borne
of the saying that ‘’training and development of labour force is their
corner stone of any organizations survival and needs a positive approach
to objective realization’’.
It is the responsibility of the
personnel department to formalize training policies and draw up training
programmes for the various levels of workers in any organization,
however all line managers should endeavour to contribute to the training
of their subordinates on the job.
The purpose of training is to give employees at all level sufficiently and prepare them for the higher responsibilities.
The advancement in modern technology
calls for training and development of staff in order that they might be
able to cope with challenges in the job situations, such as the
introduction of the new machinery and equipment the training and
experience from school of learning is not enough for the workers to the
early month of employment.
Training has always been an essential
part of human life particularly in the working environment workers
perform better if they are trained in the skills necessary for their
jobs, and managers are better leaders if they are knowledgeable about
happy productive staff. The concept of training predates history. One of
the earliest types of training was on the job training (OJT) which is
still in wide use today. On the job training (OJT) involves learning the
skills. The experienced workers teaches the inexperienced how to
perform tasks. This types of training is very useful and extremely cost
effective as it requires no organized lessons, workshops or programmes
of the job site. Trianign through the use of conceptual case studies
began in China in 4th century B.C. Taosta and confusionist
presented parables to their students and asked them to contemplate
possible solution to them. The case study is in wide use today, mostly
in professional schools. It is an effective tool to encourage learners
to think philosophically about difficult and problematic situations
without having to experience them first hand as time went on, modern
theories of psychology, training and staff skilled, knowledgeable, and
motivated Abraham Maslows and Fredrick Herzberg developed separate but
related motivational theories that are often used when developing staff
training programmes their theories are concerned with motivational
factors related to career and personal growth.
1.2 STATEMENT OF THE PROBLEMS
Great advancement and changes in
technology have occurred in offices, nowadays, training and development
have become necessary to improve the performance of the employee and
increase the productivity of the organization.
Many organization do not have
substantial budget for training and development and in some
organization, training need for workers are created to handle training
need for workers and in some other organization, specialist are employed
to design, develop and administer the training and development
programmes of their workers.
This research work is an attempt to
critically determine the impact of staff training and development in
tertiary institution and to determine the extent to which the impact of
staff training and development can brings about increase in the
performance of the workers.
Also, there will be increase in the productivity of the workers as a result of the impact of staff training and development.
Therefore, the problem to investigate is
the impact of staff training and development in tertiary institutions
with special reference to Kogi State University, Anyigba.
Also to determine if there is any increase in output or services as a result of lack of training and development.
1.3 OBJECTIVES OF THE STUDY
This research work was carried out to
find out the impact of staff training and development in tertiary
institution. The study was aimed at:
- To ascertain the impact of staff training and development on employees performance.
- To provide information on the benefits of staff training and development.
1.4 SIGNIFICANCE OF THE STUDY
Since good performance of employees is
upon which every organization stands employee training and development
are very important. The research work sill be of benefit to the
researcher, it will enlighten him on the impact of staff training and
development in tertiary institutions. The result of the study will as
well help management of tertiary institutions to know the needs of
training employees.
It stimulates managers to create
training programmes for employees. It improves the quality of manpower
in tertiary institutions.
It serves as a reference materials to intending readers and student who may wish to carry out further research on similar topic.
1.5 RESEARCH QUESTIONS
In an attempt to carry out this research work, the following research questions have been put forward;
- What are the impact of staff training and development in tertiary institutions
- What are the conditions requiring training and development in tertiary institutions
- What are the benefit of staff training and development in tertiary institutions.
1.6 SCOPE OF THE STUDY
This study would consider the impact of
staff training and development in tertiary institution. Using Kogi State
University, Anyigba as a case study. This research work would consider
the effects of human resources training and development on workers
productivity. This research study would also consider the effective
programmes put up by Kogi State University, Anyigba to promote
efficiency and high productivity within 2008-2011 respectively.
1.7 LIMITATIONS OF THE STUDY
There is no doubt, that every human
endeavour is an engaging venture and this comes along with a lot of
challenges and limitations. This limitations of the research work are or
may be;
- Time constraints: Due to the limitations for the presentation of this work, coupled with high academic schedule, the researcher was unable to get adequate data for the purpose of this work.
- Attitude of respondents: The indifferent and uncooperative nature of certain respondents to give coherent answers and unwilling to spare time to fill questionnaires.
- Inadequate funding: Carrying out a research of this nature not doubt will some financial implication which includes getting relevant material like books newspapers, magazines etc that would aid a good research work.
1.8 ORGANIZATION OF WORK
For easy understanding and comprehension of this study, the study is divided into five chapters.
Chapter one shall include background of
the study, statement of the problem, purpose of the study, significance
of the study, research questions, scope of the study and limitations of
the study.
Chapter two contains review of
literature, meaning and definition of training and development, types of
training responsibilities, training and development, types of training
responsibilities, training and development needs, evaluation of training
condition requiring training, and benefits of training and development.
Chapter three covers the history of Kogi
State University, research design, method of data collection, research
instrument used, validity/reliability of instrument used and data
analysis procedures.
Chapter four covers data presentation, analysis and discussion of findings
Chapter five covers the conclusion, recommendations, general bibliography and appendix.
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