Impact of Staff Training in the Productivity of Workers in Public Sector in Nigeria
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ABSTRACT
Every organization whether public or private, at every instance desires to satisfy the needs of its clients, this will only be possible with an enlightened and well-trained staff.
Therefore, the role played by staff training cannot be over-emphasized as many have come to recognize that training offers a way of developing skill, enhancing productivity, guaranteeing quality of work and build worker’s loyalty to the firm.
The work was guided by the following research questions What are the factors that determine the training of Staff of personnel services department University of Nigeria Nsukka? Does training of the Staff of personnel Service department of University of Nigeria Nsukka bring about improved productivity?
What are the factors that can hinder the training of Staff of the personnel Service department of University of Nigeria Nsukka? How can the needs be effectively filled to improve performance of Staff of the personnel services department of University of Nigeria Nsukka?
Stratified random sampling was used in this study and the sample size of 101 was used and analyzed. Questionaire was used as the method of data collection and simple percentage was used as the method of data analyses. The findings for this study includes the following;
Training and performance appraisal should be done frequently for staff on organizations, staff who are found guilty of an offence should be dismissed, staff whose productivity is low should be disciplined, training should not be made compulsory for staff, there was improvement in the performance of staff of personnel services department within thw period under study.
TABLE OF CONTENTS
Title Page………………………………………………………………………… i
Certification……………………………………………………………………. ii
Dedication……………………………………………………………………… iii
Acknowledgement…………………………………………………………… iv
Abstract…………………………………………………………………………. v
Table of Contents………………………………………………………. vi-vii
Chapter One
- Background to the Study………………………………………………… 1
- Statement of the Problem………………………………………………… 5
- Objectives of the study…………………………………………………….. 8
- The Significance of the Study…………………………………………… 9
- Scope and Limitation of the Study…………………………………… 10
CHAPTER TWO LITERATURE REVIEW AND METHODOLOGY
- The Concept of Training and productivity………………………….. 13
- Approaches to Training…………………………………………………….. 21
- Methods of Manpower Training…………………………………………. 25
- Stages of Training……………………………………………………………. 29
- Typical Reasons For Training And Development………………….. 31
- Importance of Training………………………………………………………. 36
- Units In The Personnel Service Department Of UNN…………….. 38
- Gap in Literature……………………………………………………………… 38
- Hypothesis………………………………………………………………………. 39
- Operationalization of key concepts in the work…………………….. 39
2.5.1 Reliability Of the Instrument……………………………………….. 41
2.5.3 Validity Of The Instrument…………………………………………… 41
- Data Gathering Instrument…………………………………………………… 42
- Population of Study…………………………………………………………….. 42
- Sample of Study………………………………………………………………….. 43
- Sampling Procedure…………………………………………………………….. 43
2.5.6 Method of Data Analysis……………………………………………….. 44
- Theoretical Framework………………………………………………………… 44
- Application Of The Theory…………………………………………………… 46
Chapter Three: Background Information of the Study Area
- Background Information on University Of Nigeria, Nsukka
Personnel Services Department…………………………………… 48
- Philosophy…………………………………………………………………………. 50
- Location…………………………………………………………………………….. 56
- Schedule Of Duty……………………………………………………………….. 57
Chapter Four: Data Presentation and Analysis
- Data Presentation and analysis……………………………………….. 69
- Test of hypothese………………………………………………………….. 94
Chapter Five Summary Conclusion and Recommendation
- Summary……………………………………………………………………… 97
- Conclusion…………………………………………………………………… 98
- Recommendation…………………………………………………………… 100
INTRODUCTION
Prior to the third republic in Nigeria, there has been a general resistance to investment in training in the public service because of the belief that an employee hired under a merit system must be presumed to be qualified.
This assumption was later jettisoned as the need for training became obvious both in the private and public sector together with the expanding roles of the government and the civil services respectively.
Training further became necessary in view of advancement in modern world given the growing complexity of the work environment, the rapid change in organizational and technological advancement which in turn necessitates the need for training and development.
The role played by staff training can no longer be over-emphasized as many have come to recognize that training offers a way of developing skill, enhancing productivity, guaranteeing quality of work and building worker’s loyalty to the firm.
REFERENCES
Akpan, N. U. (1979) Public Administration in Nigeria. Lagos: Longman.
Abiodun, E.J.A. (2008) Human Resources management, an overview, Lagos: Concept Publication
Balogum, J. (2008) Managerial Efficiency in the Public Sector. Ile-Ife: University of IIe-Ife Press.
Cole, S.A. (2002) Personnel and Human Resources Management. 5th Edition.London: Continuum Books.
Croft, L. (1996) Management and Organization. London: Bankers Books Limited. Decenzo, and Robbins, (2005) Fundamentals of Human Resources Management8th edition ,USA: John Wiley & Sons Inc.
CSN Team.
