The purpose of the study was to investigate challenges senior staff encounter with the implementation of training and development programmes received. Three research questions were formulated to guide the study. Descriptive survey design was adopted for the study. Population for the study was all senior staff of the College of Technology Education, Kumasi Campus (COLTEK). Participants were chosen through purposive sampling technique. Sample size of 100 senior staff was used for the study. Questionnaire was the main instrument used to elicit responses from participants. Reliability coefficient of 0.83 was obtained from the pilot test. The results of the study revealed that on-the-job training was predominantly organized for senior staff. The support to implement knowledge and skills acquired from training and development programmes were reported to be lacking. It was recommended that Management of COLTEK should provide senior staff the opportunity to attend off-the-job training to enable them tap the experiences, of employees in other institutions. It was again recommended that Management of COLTEK should provide the necessary support to enable senior staff implement the skills and knowledge gained from training and development programmes.
An Assessment of the Implementation of Staff Development Programmes for Manpower Sustainability in Public Secondary Schools in Cross River State, Nigeria (Published)
This study assessed the implementation of staff development programmes for manpower sustainability in Cross River State public secondary schools, Nigeria. Descriptive survey design was adopted for the study. Three research questions were raised to guide the study to a logical conclusion. The population of the study was made up of 246 secondary school administrators selected through census approach and used for the study. A researcher-designed questionnaire titled: Implementation of Staff Development Programme Survey (ISDPS) was used to elicit information from the respondents. The instrument was validated by three experts in Measurement and Evaluation, and two specialists in Educational Administration and Planning. Split-half reliability test was employed to determine the reliability of the instrument. The reliability co-efficient obtained for the instrument ranged from 0.84 to 0.91 which showed that the instrument was adequate enough for the study. Data obtained were analysed using descriptive statistics, frequency and percentages. Findings revealed that there is low implementation of induction/orientation programmes for newly recruited teachers in Cross River State public secondary schools. There is a low implementation of in-service training programmes for teachers in Cross River State public secondary schools. There is a low implementation of Information and Communication Technology training programmes for teachers in Cross River State public secondary schools. It was therefore recommended among others that the school administrators in Cross River State should encourage the teachers to engage in training and re-training programmes in order to enhance their competency in the school system.
Challenges and Strategies to Enhance Staff Development for Effective Library Services in Special Libraries in Benue State – Nigeria (Published)
The study was designed to examine the challenges as well as to find the remedies to staff development for effective library services in special libraries in Benue state of Nigeria. The study was guided by three research questions in line with the objectives of the study. Descriptive survey research design was adopted for the study. The population for this study was 25 library staff from the 2 special libraries in Benue state. Data were collected using questionnaire. Data collected were analyzed using percentage and mean scores. The findings revealed that, Lecture method, Job Rotation, Coaching Method, Mentorship, mention among others were accepted as methods used for staff development in special libraries The result also shows the problems associated with staff development in the special libraries to include lack of fund for developing library programmes, poor budgetary allocation to special libraries, lack of more sponsored programmes for staff development, discrimination against library staff by the management of parents’ organizations and lack of due process in staff selection for trainings. The study also recommended establishment of a well written staff development policy, placement of non-qualified personnel to head libraries should be checkmated by regulatory bodies, discrimination against library staff by parent organizations should be discouraged and provision of adequate training facilities. The study concluded that staff development may not be the magical approach for enhancing effective library services even though the attitudes of staff is significant but special libraries in Benue state need to improve their services to meet the growing demand for information in the modern era despite all odds.
The concept of variance of thinking and the need to achieve organization objective through uniformity of behavior by employees necessitate the need for staff training and staff development. Policies, procedures and rules alone cannot in isolation enable organization to achieve its objective as organization commitment to shaping human behavior and altitude play a vital role. Performance at highest level cannot be achieved without skilled, knowledgeable and being technology compliance. This paper attempted to breach the gap by establishing the effect of staff training and development on organization performance. A sample of 384 employees of Nigerian Banks was selected using a mean. The hypothesis was tested using Z-Score result of -0.0586, 0.0302, 0.0903, -0.0552, 0000, -0.0498, 0.0312, -0.00370. And by looking at the normal distribution value, the probability of obtaining such Z-value is extremely small. Therefore we rejected the null hypothesis that staff training and development does not influence Bank performance. And for better understanding by lay people, we also computed T-score. In order to determine the reliability of attitude of the respondent, co-efficient of variation was also computed. The result of the study is statistically significant as the p. value for z-score is less than 5%. We suggested that in order to trigger off staff exceptional performance, the idea of contract staff should be jettisoned because despite receiving training, they still see themselves as being discriminated against by the organization and always ready to quit at slightest opportunity. Also organization programme of activities, should emphasize staff retraining and orientation training for new employees