AN INVESTIGATION INTO THE IMPACT OF STAFF TRAINING AND DEVELOPMENT ON THE PRODUCTIVITY OF TEACHERS

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AN INVESTIGATION INTO THE IMPACT OF STAFF TRAINING AND DEVELOPMENT ON THE PRODUCTIVITY OF TEACHERS

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

The availability of certain inputs, both in terms of human and material resources, which are often referred to as the components of production, is necessary for the accomplishment of organizational goals, regardless of whether the goals are public or private. These aspects of production include land, labor, financial resources, and entrepreneurial initiative (Adeleke, 2018). It should be noted therefore that of all these factors, labor, which refers to different categories of workforce who perform managerial, technical, supervisory, and general duties in an organization, is the most complex to manage due to individual differences and uniqueness.

This is something that should be noted because labor refers to different categories of workforce who perform managerial, technical, supervisory, and general duties in an organization. Individual objectives and objectives, individual requirements and preferences, individual differences in interests compared to those of the business, as well as individual strengths and aptitudes. In light of what has been discussed so far, it should come as no surprise that the success of the educational system, like that of any other organization, is to a considerable part contingent on the capacity to make efficient and effective use of the teaching staff. In addition, there is a need for training and personnel development programs to be carried out by the company in order to ensure that the instructors are used to their full potential.

Training and development of employees is an effort to enhance their current and future performances on their jobs via learning, in order for them to be able to carry out activities that have been allocated for the purpose of achieving the aims and objectives of the educational system. Therefore, training may be seen as a methodical approach to fostering high levels of efficiency and performance via the various learning processes. According to Adeleke (2018), an employee’s competence on the job may be obtained not just via formal schooling but also through the acquisition of certain skills and knowledge on the job through training and development. This can be done in a variety of ways. Therefore, a greater focus should be made on training and development as a remedy for the business in order to recruit competent people. It is impossible to place enough emphasis on the significance of training when it comes to improving the efficiency of any company. This is due to the fact that it is an essential component of the process of overall quality management and helps workers to properly carry out their tasks and responsibilities, which in turn enables the company to accomplish the goals and objectives that it has established for itself (Adeleke, 2018).

The term “training” refers to an organized procedure that modifies behaviors and mindsets in order to attain optimal performance across a variety of tasks. In addition, it may be defined as a systematic process that is founded on the requirements of a particular work and is tailored to the unique demands of the person. It is consequently an essential activity that must be carried out in order to provide a staff with the necessary and required knowledge or abilities; the purpose of the exercise is to address specific organizational issues. Therefore, training is aimed toward the learning of certain skills or information, and such learned skills and knowledge must be required to address particular and relevant organizational challenges. As a result, it demands individuals who have been taught to make adjustments to the way they conduct their jobs. On the other side, manpower development may be thought of as learning activities that are geared more toward the demands of the future than those of the present and that are concerned more with long-term advancement, career advancement, and succession than they are with immediate performance (Adeleke, 2018). Development of human resources is a methodical process with the overarching objective of ensuring that an organization has the capable managers that are necessary to satisfy both its current and future requirements. It is concerned with improving the performance of managers who are already in place, providing them with opportunities for growth and development, and ensuring, to the greatest extent possible, that management succession within the organization develops the capacity to solve a variety of problems and meet future needs. To get down to brass tacks, advancement often has more to do with the future job than it does with the current one. Therefore, it is a plan of action whose purpose is to make it possible for individual workers to develop to the fullest extent of their capabilities. Because it is a planned, guided, or directed activity that is carried out by an employee to assist in preparing him for higher responsibilities to come, it is pertinent to note that development programs have a broader scope and a more general outlook, and they are aimed at senior employees and for long-term purposes. This is because development programs are more broad-based and general in outlook (Olaiya, 2019). When an organization invests in training and development programs for its employees, it is taking a step in the right direction toward the achievement of the organization’s goals. This is because the programs will go a long way toward improving the employees’ performance on the jobs that they already have.

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1.2 Statement of the Problem

Training and development are, without a shadow of a doubt, vital aspects in the overall performance of a business. Olaiya (2019) has shown that certain public organizations have a nonchalant attitude toward the training, retraining, and development of its staff members. This issue is somewhat obvious at the Lagos state post primary Teaching services Commission, which is located in Lagos state, since the commission sends teachers on training and development programs quite seldom. For instance, induction and orientation programs are not often provided to newly recruited employees very often. Even when teachers are sent on training where it is structured (which is usually for a limited period of time), they are given very little or no chance to demonstrate the abilities they have gained in order to be promoted or get greater salary. It is as a result of this that it is thought necessary to examine  the impact of staff training and development on the productivity of teachers.

1.3 Objective of  the Study

The general objective of the study is to investigate  the impact of staff training and development on the productivity of teachers. Specifically, the study will be guided by the following:

  1. To examine theextent at which staff training and development programmes could improve teachers
  2. To find out if experience on job could improve teachers performance.
  • To investigate the extent at which teachers undergo training for their development.
  1. To assess ways teachers performance can be improved in other for effective teaching.
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1.4 Research Questions

The following research questions are raised to guide this study:

  1. What is theextent at which staff training and development programmes could improve teachers performance?
  2. Does experience on job could improve teachers performance?
  • What is the extent at which teachers undergo training for their development?
  1. What areways teachers performance can be improved in other for effective teaching.

1.5 Significance of Study

This research work is of immense significance to the teaching services commission. Also, ministries of education at both the federal and state levels and other agencies directly involved in human resources development, training and consultancy services especially for teachers will benefit from this study.

In addition to this, students of educational administration and the general public who are stake holders in human resources and development programmes will have information on the level and potency of staff training.

The study will be significant to the academic community as it will contribute to the existing literature.

1.6 Scope of the Study

The study will examine the extent at which staff training and development programmes could improve teachers performance. The study will also find out if experience on job could improve teachers performance. The study will further investigate the extent at which teachers undergo training for their development. Lastly, the study will assess ways teachers performance can be improved in other for effective teaching. Hence this study will be delimited to Kwara State.

1.7 limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection (internet, questionnaire, and interview), which is why the researcher resorted to a moderate choice of sample size. More so, the researcher will simultaneously engage in this study with other academic work. As a result, the amount of time spent on research will be reduced.

1.8 Definition of Terms

Staff Training: This is a systematic way of stimulating efficiency, high performance teacher’s productivity through learning process.

Development:  the process of developing or being developed.

Productivity: measures output per unit of input,

Teachers:  a person who teaches, especially in a school.