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Product Category: Projects
Product Code: 00004246
No of Pages: 65
No of Chapters: 5
File Format: Microsoft Word
Price :
$20
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TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
1.2
Statement of the Problem
1.3
Purpose of the Study
1.4
Research Questions
1.5 Research Hypotheses
1.6 Significance of the Study
1.7
Scope of the Study
1.8 Definition
of Terms
CHAPTER TWO
LITERATURE REVIEW
2.1
Concept of training and professionalism
2.2
The Concept of Human Resources Management
2.3
Importance of Human Resources Management
2.4
Types of Training and Teacher Development Techniques
2.5
The assumed outcomes of Training and Teacher Development
(Changes in skill, attitude and knowledge)
2.6
Staff Development and their Productivity
CHAPTER THREE
RESEARCH METHODOLOGY
3.0
Introduction
3.1 Research Design
3.2
Population of the Study
3.3
Sample and Sampling Technique
3.4
Research Instrument
3.5
Procedure for Data Collection
3.6
Procedure for Data Analysis
CHAPTER FOUR
Data Analysis and Presentation of Results
4.1 Introduction
4.2 Descriptive Analyses of Teachers’
Biographic Data Based on Age, Sex, Marital Status and Duration of Service
4.3
Descriptive
Analyses of Teachers’ Responses to Questionnaire Using the Research Questions
4.4 Descriptive Analyses of Students’
Bio-Data According to Sex and Age Range
4.5 Descriptive Analyses of Students’
Responses to Questionnaire Using the Research Questions
4.6 Hypothesis Testing
4.7 Summary of Findings
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1
Introduction
5.2
Summary of the Study
5.3
Conclusions
5.4
Recommendations
REFERENCES
Teachers’ Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Training has been defined as “an organised procedure by which people learn knowledge or skills for a definite purpose”. It is a process for equipping the employee particularly the non-management employee with specific skills e.g. technical skills like plumbing, electrical wiring, repairing, artistic skills, clerical and typing skills that would enable them to improve on their performances and overall efficiency (Banjoko, 2001).
Asobie (2002), states that the objective of training is to enable employees to perform his/her job in such a way as to meet the standards of output, quality, waste control, safety and other operational requirements.
Ayodele (2003) states that, for the fact that ours is a world that is currently undergoing rapid changes particularly in the area of skill obsolescence and technological capability, training is not exclusively reserved for newly employed staff but also for the old employees as well. It is therefore, for the purpose of enhancing individual performance that training and development should be made a continuous process that should last through an employees entire working life. Anyanwu (2004) affirms that because low and middle level employees need to adapt to new skills and technologies, while managers and top management personnel need deeper knowledge and understanding of their jobs, the jobs of others, a good understanding of where and how their jobs fit into the wider organisation pattern, an understanding of government and societal constraints, and a sensitive social awareness of the environment within which organisation or school operates.
For jobs like teaching that requires complex and diverse range of skills and knowledge, a period of apprenticeship training is usually required. For example, in technical jobs such as carpentry, plumbing, printing, welding, engraving, tool making, and other jobs that require long period of practice and experience, apprenticeship programmes are necessary if the trainee is to fully grasp or understand the intricacies and complexities of the job. Besides, since training takes place over an extended period of time, the distributed learning necessary to master such skills is able to take place. In addition, when apprenticeship programmes or training is well planned and operated, it permits the integration of the best features of on-the-job training and off-the-job training. It gives the apprentice an opportunity to earn something while learning (Banjoko, 2001).
Constant training or organisation of seminars, workshops and other courses for teachers would improve to a great extent, the effectiveness and efficiency of teachers’ productivity in the school environment. Teachers occupy a central position in harnessing the administrative and material resources necessary to blend with learners (students). According to Nkemakolam (2005), a close look at the Nigerian schools, especially the public schools, one would find out that there exists a shortage of technical teachers in many primary and secondary schools. This is largely due to lack of job satisfaction as a result of poor conditions of service, lack of motivation, ineffectiveness on the job due to non-further training etc. In any case, this affects students’ academic performance.
Onuoha and
Uzodinma (2000), state that once an organization has employed those it
considered qualified, suitable and competent to perform those jobs for which
they were hired, it must embark on an effective training and development
programme that is necessary to enhance the productive capabilities of the newly
hired employees, while it also embarks on training and retratining the old
workers or employees in order to maximize their productivity.
Training of staff
is important in the following ways: to remove performance deficiency; to match
the employees’ abilities with the job requirements and organizational needs; to
enhance organizational viability and the transformation process, to cope with
the new technological advancement; to improve quality and quantity of work; to
improve productivity and efficiency; to help staff cope with increased
organizational complexity resulting from increased mechanization automation.
Training, sometimes, may be undertaken to enhance employees’ self-esteem; to
boost staff morale and thereby improve organisational climate, especially, in
the school (Munonye, 2006).
For teachers to
maximize their potentials or exhibit maximum effectiveness in their duties in
the school system, constant staff training and development programmes must be
put in place and these programmes must be geared towards the enhancement and
improvement of teachers work performance which will also enhance the academic
performance of students in the school environment.
1.2 Statement of the
Problem
Training is very
essential in the creation of high productivity of staff, especially teachers in
the school system. When teachers are not trained, it brings about emptiness in
teaching and learning process. Non-trained teachers in the school are not only
cheats, they are not helping the school system to grow and develop. People who
teach in the school without having the required qualifications, are the causes
of low standard of education and low students’ academic performance (Ayo,
2003).
The school system
in
1.3 Purpose of the
Study
The main purpose
of the study is to examine the teachers’ training and work performance in
selected secondary schools in Mainland Local Government Area of Lagos State.
Other objectives
of the study include:
(1)
To find out what types of training programmes are available
for teachers in schools
(2)
To evaluate the training needs of teachers in the school.
(3)
To differentiate the productivity of male and female
teachers in the school.
(4)
To find out whether there is a relationship between training
of teachers and academic performance of students in the school.
1.4 Research
Questions
The following
research questions will be raised in this study:
1.
What types of training programmes are available for
secondary teachers in
2.
What areas do teachers need to be trained as identified by
them?
3.
How do we differentiate the productivity of male and female
teachers in the school?
4.
Will there be any relationship between training of teachers
and academic performance of students in the school?
1.5 Research
Hypotheses
The following
hypotheses will be formulated and tested in this study:
1.
The types of training programmes available for teachers will
not affect their productivity in secondary schools.
2.
There is no significant difference between the productivity
of male and female teachers in
3. There is no significant relationship between the training of teachers and teachers’ productivity levels.
1.6 Significance of
the Study
This study will
be beneficial to the following individuals in many ways:
1.
Principals: This study will
help managers of the school system, benefit from the findings and
recommendations made by the researcher. This is because, the principals would
be able to understand the essence of maintaining a conducive atmosphere in the
school. It is important that principals maintain good relationship with their
teachers and students so that they will be able to have good school climate
running in the school for the overall maximization of high productivity.
2.
Teachers: They will
benefit from this study because it will enable them to be able to know more
about the essence of having good principal – teacher relationships in the
school, and how bad principal – teacher relationship can affect the school
atmosphere badly. This is because nothing works in an organization or school
where there is rancour and bad blood amongst principals, teachers and school
community or even students and parents. For the school to achieve its goals and
objectives, it must operate on good climate or cordial culture which promote high
productivity.
3.
Parents: Parents being
one of the important stakeholders in the school system, ought to be in good
relationship with the principals, the teachers and all that are in the school.
Therefore, assisting parents to be able to be well informed on the importance
of having their children in schools where there is good relationship among the
school personnel and schools where there is provision of infrastructures and
other amenities in the school.
4.
Society: The society will
be able to appreciate this study because, it will enable them to have the
insight on the essence of school climate which promotes high productivity of
both teachers and the students. Not only the society, the young researchers and
others in the society will find this study a good reference material in their
studies.
1.7 Scope
of the Study
This
study will cover the examination of the staff training in selected secondary
schools in Mainland Local Government Area of Lagos State.
1.8 Definition of Terms
The
following terms were operationally defined thus:
Employee
Behaviour: Refers to manners, moral conduct and treatment shown to
or towards management
Workers’
Productivity: This has to do with the total output or
result of work obtainable from the input of employees in any organisation. In
other words, it is the total production level of all the workers in a company,
industries, schools and other parastatals within the private and public
sectors.
Job
fulfillment: This is the final result an organization
intends to see from the employees after being motivated.
Training:
This means training somebody for something in order to be somebody or
something; the act of giving teaching and practice to an individual or a worker
in order to bring to a directed standard of behaviour, efficiency or physical
condition.
Staff Training and Development: Training and development are processes for equipping the employees particularly the non-managerial employees with specific skills e.g. technical skills such as plumbing, electrical, wiring, repairing, artistic skills, clerical and typing skills that could enable them to improve on their performances and overall efficiency. Adamson and Adamson (2000) state that the objective of training and development on the job is to enable an employee to perform his job in such a way as to meet the standards of output, quality, waste control, safety and other operational requirements.
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