ABSTRACT
This project focused on the role of training and
efficient staff Development Programme. Oyo state secretariat Ibadan was
selected as case study.
This study aims at contributing toward improvement of
public servant. It also the aim of this project is help in reveals the entire
problem faced by public servant and a profitable solution to the problem.
In doing this, structured questionnaire was used and it
covers the aspect of the hypothesis and the response were then interpreted,
analysed and relevant one used, to test our question, with chi-square used to
determine our hypotheses.
On analyzing the gathered data through various finding
certain conclusion and suggestion were
drawn. It was particularly suggested that there is a need for government to
support the establishment of training and development to contribute active
quota to the development of nations readers here by encourage to study this
report for detail.
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.0 Background
to the Study
1.1 Statement
of the Problem
1.2 Purpose
and Significance of the Study
1.3 Research
Hypothesis
1.4 Scope
of the Study
1.5 Limitation
of the Study
1.6 Background
of the Case Study Oyo State
1.7 Definition
of Major Terms
CHAPTER TWO
LITERATURE REVIEW
2.0 Brief
Outline of the Chapter
2.1
Concept of Staff Training and
Development and Productivity
2.2 Purpose of Training and Development
2.3 Types
and Methods of Development Programmes
2.4 Government
Policy on Staff Training and Development
2.5 Effects of Training and Development
2.6 Productivity and Performance Problems in
Public Organization
2.7
Relevance of Training and
Development in Public Organization
2.8
Organs Responsible For Training & Development in
Public Organization.
2.9
Problem, Associated With Staff
Training and Development in Public Orgai'iization
2.10 The Staff Training and Development Models
and Principles
2.11 Recent Development in Staff Training and
Development Matters
CHAPTER THREE
RESEARCH
METHODOLOGY
3.0 Introduction
to the Chapter
3.1 The
Research Design
3.2 The Characteristics of Target Population
3.3 Study
Sample and Sampling Procedure
3.4 Data
Collection
3.5 Research Instrument
3.6 Administration
of the Instrument
3.7 Method of
Data Analysis
3.8 Re-Presentation
of Hypotheses
CHAPTER FOUR
DATA
PRESENTATION AND ANALYSIS
4.0 Introduction
to the Chapter
4.1 The
Presentation of the Data and Analysis
4.2 Further
Findings and Test of Hypothesis
4.3 Further
Findings
4.4 Summary of
Finding and Analysis
CHAPTER FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATION
5.0 Introduction
to the Chapter
5.1 Summary of
Findings and of the Study
5.2 Conclusions
5.3 Recommendations
REFERENCES
QUESTIONNAIRE
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND TO THE STUDY
For an organization to achieve its pre-determined goals
and objectives, there is need to recognized
and identify its human resources management as well as planning for their
development so as to quicken their job
performances towards accomplishment of organization task.
Nowadays most members of staff are deficient in their job performance arising from limited skill and knowledge about their job.
Staff training and development has been tipped to be
capable of increasing human resources knowledge and skill which further enhance
their efficiency in job production since human resources of an organization is
essential and irreplaceable for effective and efficient results, there should
be adequately trained and retrained.
Manpower in public sector organization and elsewhere
refers to the employees or staff who are placed into various offices with
several duties and activities their activities should coordinated by the
management. The more training experience or programmes of the employees of
public sector the better for the job performance of the organization.
It’s noteworthy to state that public organization should
be verbalize that the process of staff
training and Development is a continuous one. However money spent on the
training and development of employees is money well invested.
Training scheme for all categories of employees are vital
for any organization that want to stay in a competitive world.
Presently, staff of government ministry need constant
training and retraining in order to be able to cope with complex international
system. Aside with regard to management of ministry, there is not enough managerial
skills at the moment and most organization are engaged in management training
written Nigeria and abroad.
Arising from the above prompt the researcher to develop
interest in the problem of study having severally familiarized to the
importance of staff training and development on the effective performance of
public servants.
1.1 STATEMENT OF THE PROBLEM
Most of management of public sector organization have
been criticized for regarding training as being too expensive and take little
or no effort at sponsoring their staff for any training program me. In
long-term such organization may tag behind as a result of poor job pertinence
and low productivity and resultant effect of poor attainment of organizational targets.
Employees of public organization should be assisted to
grow into more responsibility by systematic training and development. Staff of
who are well trained will be confident
to carry out the responsibilities of the job. Such employees perform the task
with enthusiasm and their job performance increases.
Essentially, the effort of the public organization at
ensuring effective staff training and development are confronting several
problems such as poor budgetary allocation for staff training and development,
inadequate in service training facilities poor interest of some public servants
to go for out of service training programmes, inadequate interest of some
political office Holden and top carrier offer to sponsor people for
out-of-service training programmes just to mention a few.
Inadequate staff training and development has led to
several negative outcomes such as poor job performance low motivation of staff
liability of staff to adopt modern electronic gadgets low managerial capacity.
Poor execution of public job. Inefficient performance of organization low productivity
and host of others.
The
interest of the researchers at the problem of the study can be supported by the
critical statement that says "The higher the level staff training and
development the better the job performance of the organization. This research
work is poised at examining the impact of staff training on effective performance
of public organization with ministry of establishment as the special case
study.
1.2 PURPOSE AND SIGNIFICANCE OF THE STUDY
This research work is purposeful and goal oriented
following are aims and objectives of the study.
1. To evaluate
the nature of staff training and development in civil service
2. To point positive effects of effective
staff training and development of the job performance of civil servants.
3. To offer suggestive on ways of improving
the staff training and development in civil servants.
This research work is essentially significant for the
development of public sector, organization intern of increasing their awareness
to the indispensability of staff training and development on raising the
effective performance of public servant in job situation. Management of
ministry of establishment and training Oyo State other tend to benefit a lot of
idea about the ways of improving the
level of staff training and development.
1.3 RESEARCH HYPOTHESES
HYPOTHESIS ONE
Ho: There is no relationship between effective
staff training and improved job performance
Hoi: There is a relationship between effective
staff training and improved job performance
HPOTHESIS TWO
Ho: There is no relationship between sponsor of
staff for training programme and motivation of employees
Hoi: There is a relationship between the sponsor of
for training programme and inactivation of employee.
HYPOTHESIS THREE
Ho: There is no correction between adequate
staff training and effective operation of public services
Hoi: There is a correction between adequate staff
training and effective operation of public service.
1.4 SCOPE OF THE STUDY
This
study will cover on the positive influence of staff training and development on improving the job performance
of public organization in Oyo State ministry Establishment and training Oyo
State. As such, statement of problem
having in mind the objective of study as equal stated.
1.5 LIMITATION OF THE STUDY
There are several factors that hinder the effort
researcher on the process of carrying out the researcher work. A few of
anticipated problems are:
1. Time
constraint: Since the researchers are part time student with service of other primary assignment at the
place of work, they cannot have enough time necessary for carrying out
full-fledged research work.
2. Financial
constraints: This researchers lacks enough financial resources to sponsor full-fledged
research work.
3. Data
collection constraints: Researcher may find it very difficult to get all the
needed research work released from the official ministry of establishment and
training Oyo State.
4. Inability to retrieve all the administered
question names can affect the data analysis of the study.
1.6 BACKGROUND OF THE CASE STUDY OYO STATE
Oyo State of Nigeria covers a total land mass of 27,249 square kilometers. The
state is bounded by Ogun Sate in the south and by Kwara State in the North. The
State is bounded by part of Ogun State and Benin republic in the west and the
Osun state in the East.
The
pace setter state is made up of 33 local governments comprising mainly the
people of the Yoruba ethnic group who speak Yoruba language. Like all other Yorubas they are descendents of
Oduduwa there by originating from lIe-lfe. They are rich in culture and has a
lot of strong belief in the Kingship as a means of unit. This is resealed in
the extended family system of the people. Other people of different ethnic
background live and work in Ibadan some of the people are represented in the
following percentage. Edos 85, 2.1%, Hausa 0.7%, Ebiras 0.2%, Urobos 0.2% while
the Efiks, Ijaws, Itsekiri, Ibibios in each constitutes 0.2% each. None Nigerians from West Africa and those from
Asian, European and Americans stocks constitutes 0.3% of Oyo state population.
Oyo state is one of the urbanized states in Nigeria with
Ibadan as a capital which is reputed
to be the largest indigenous city in African. South of the Sahara. Besides
Ibadan, there are four other big towns Ogbomosho, Oyo town, Iseyin and Igbo
Ora; Okeho, Lalupon and Ilero.
The present Oyo state of Nigeria forms the Nucleus of the
former western region of Nigeria of which Ibadan was the capital. It was also
western state. 1963 creation of mid-western region made up of today's Delta
State was created from the western region the 1976 state creation exercise gave
birth to Ogun and Ondo State in 1991 Osun and Ife/Ijesha Division of Oyo State
were carved out to make Osun State of Nigeria. That is how present Oyo State
came into being. Ibadan which has been capital right from the western regions
days, remains a place which all people from new state hub around.
THE GOVERNMENT AND ADMINISTRATION OF OVO STATE
The Executive
Governor is the head of the government of the state. He is assisted by the
deputy Government, Secretary of the State Government Head of service, Commissioners, permanent secretaries, able civil
servants who are also responsible for the day to day activities in the running
of the affairs of the state.
The presently 10 ministries each run by a honorable
commissioner the day to day administration is done by the civil servants
co-ordinated by the secretaries. The 10 ministries in Oyo state are finance.
Budget and planning works and transport, information. Youth sport and culture
education, Health, Agriculture, Natural resources and Rural Development,
commence industries cooperative and tourism, justice local government and
chieftaincy matter woman affairs and social development.
INDUSTRIALIZATION
The Oyo state government has interested in promoting
industrialization in the state. The government is interested in promoting small
scale industries that do not require
heavy technology.
Industrial Estates are being established in all towns,
work is already completed at the Ogbomosho industrial, on which about.
MILLION HAS
BEEN SPENT
In order to promote rapid industrialization of the state
and commercialization of the tower the small scale industries credit scheme
Graduate industrial self-employment scheme Risk fund and industrial fund were
established.
Mineral resources are available in the state we have
marble at Igbeti, clay arid Kaolin at ado Awaye, Aquamarine at Olode and
Igbojaiye/Oliki.
INFORMATION
The median organization in Ibadan provides people of the
state with information therefore supplementary and completing the effort of the
Oyo State ministry of information in making the people to be aware of Government
activities and programmes.
Among these organizations are the BCOS Radio/TV, FREN, NTA, Galaxy Television, Daily Times, Daily
Sketch, Nigerian Tribune, The Vanguard, The Punch, Telescope, Oyo Echo, Tele
Magazine, Ibadan mail and host of others.
TOURISM
Tourism is as old as Nigeria itself. The Yoruba have
always engaged in peaceful interaction with others people all over the world.
They are essentially on trade matters, traveling for other cultural religion,
education or historical reasons.
The Oyo state
tourism board is responsible for the Tourism industry in the state. There are also local government
tourism committee which exists in 33 local government in Oyo state. A great
achievement on the part of the board is
expected as the Oyo state government has come to rescue of the board by its determination to equip the board
with adequate fund and machinery
required to meet the challenges of the new millennium.
MINISTRY OF ESTABLISHMENT
Ministry of establishment is one of the ten ministry of Oyo state government headed by honourable commissioner.
Aims of the ministry are:
1. To promote job satisfaction, efficiency
and industrial harmony within the civil services:
2. To ascertain and co-ordinate the
personnel needs of the various ministry/department
3. To ensure correct interpretation and
enforcement of government policies on the grading posts and conditions of
services for the various categories of the staff in the state level services
4. To improve the efficiency of officers in
the state public services through regular staff development programmes and
their development in accordance with needs and qualifications;
5. To ensure that officers who leave the
services under pension able circumstance continue to be rewarded for their past
services through the prompt payment of their benefits.
6. To effect periodical review of the
grading of post in all sectors of the public service of the state in order to
ensure equity and consistency of treatment in matters of remigration.
7. To assist in the development and
installation of new administrative procedure required as a result of government
results oriented management philosophy.
8. To
maintain a compressive and detailed data bank of all
unemployed in Oyo state.
9. To
co-ordinate all poverty eradication efforts in Oyo state.
10. To monitor all poverty eradication activities of Oyo
State government.
11. To source for job placement for the
unemployment in industry, Agriculture and mining.
THE ACTIVITIES OF OYO STATE GOVERNMENT
Section 1 of Oyo
state edict stipulate some certain function of Oyo state government i.e what is been expected from the
state government to pre vide such as law making, maintenance of law and order,
protection of live and property, to
administer justice, provision of social amenities, provision of employment,
economic function, politician function, maintain, external relation.
The major
activities of Oyo state government is provision of social service it the duties
of the Oyo state government to provide social services little provision of social amenities such as good
roads, electricity, pipe born water, hospital etc. To the people or for the
citizen, or for the people especially form the taxes the citizen pay.
However, good road is the major example also provision of
employment is the major activities which is been examine by the ministry of
establishment and training poverty alleviation, total number of people being
employed through ministry of establishment and training and poverty alleviation
to other ministry increase rapidly as per 1999 to 2008 and from 2003 till date show the structural change
or rapid change in the history of Oyo state also alleviation programme being
created through the ministry establishment and training and alleviation
programs to cater for the people and to increase the standard of living in
every way by providing employment and empowerment through the ministry.
ADMINISTRATION OF THE ACTIVITIES
The administration of activities stated from the state
government and delegate it to the honorable commissioner which is political
head of the ministries from the commissioner to the permanent secretary to the
Director from the director to the necessary quarter which is management of
service from management of service to the lower cache in ministries and the
feedback is been given back to the government.
ORGANISATION CHART AND STRUCTURE
PERMANENT SECRETARY
DIRECTOR
DEPUTY DIRECTOR
ASSISTANT DIRECTOR
CHIEF
ADMINISTRATION ADMINISTRATIVE
OFFICER OFFICER II
SENIOR ADMINISTRATION PRINCIPAL
ADMINISTRATION OFFICER
1 ADMINISTRATION
OFFICER OFFICERS
1.7 DEFINITION OF MAJOR TERMS
1. ADMINISTRATION:
It is defined as process of formulating and executing the policy in
order to achieve the predetermined objectives of the organization
2. CALIBER: It refers to the knowledge acquired and performance level
of employees.
3. EFFECTIVENESS: It is used to denote the ability of achieving the
organizational goals.
4. EFFICIENCY: This
means achieving organizational goals and objectives dearest minimum cost and
time
5. JOB ANALYSIS: It is a process of determining the task skills, ability
and responsibilities of a job.
6. JOB PERFORMANCE: It is a pieces of work, Oxford Advance learner's
Dictionary defined performance as a task of carrying out a task of duty or
function in fulfillment of one's obligation. It is a piece of work in
fulfillment of his or her obligation to the achievement of the organization
goals.
7. MOTIVATION: It is a force which impels human beings to behave in a
variety of ways motivation force depends upon a basic drive, the strength of
various needs at different points in time and the perceived valve and
exportation of the rewards to be obtained at satisfying agents.
8. PERFORMANCE APPRAISAL: It is the process of evaluating the character attitude
potentials and part performance of employees in job situation.
9. PERSONNEL POLICY: It is a plan action statement of aims and ideas
especially one made by an organizations concerning its employs or personnel.
10. PROMOTION: This refers to the
evaluation of an employees from a lower rank or position and duties to a higher
one in an organization.
11. RECRUITMENT: This is the activity performed when an organization offer
employment.
12. TRAINING: It is defined as
organizational efforts aimed at helping employees to acquire basic skills
required for efficient execution of the functions which he was hired.
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