ABSTRACT
The impact of staff training on the performance of local government area
staff in Anambra state has many problems affecting it. These include lack of
well articulated policy guidelines, no parameter for identification of workers’
needs, no definite job analysis and job description; indiscriminate staff
training that has no relevance to their tasks. the problems of inadequate
infrastructures, no personnel, ineffectiveness and inefficiency on the part of
the workers affect them in their job performance. The call for training is very
important as it will enhance development of new skills, attitudes, as well as
understanding of new ideas and technology which the local government workers do
not have but are need for optimal job performance. For any organization to
survive the test of time, three major types of activities are imperative: These
are training of operative, executive development of managers, and
organizational development for everyone in the organization and societal
objectives are accomplished. It is through training that individual skills and
knowledge to perform certain tasks are acquired. The findings also showed that
most of the workers do not have first degree and so regular training would be
required to augment skills, knowledge and attitude needed for job performance.
There were no job specification at the secretariat, and that led to truancy
which implies that the jobs of such workers suffer from month to month without
supervision. After the training, participants should be given the opportunity
to review the experience as well as practicalize it. There is need for
continuous assessment of workers of the local government for effectiveness and efficiency.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The major function of every
manager is helping his or her subordinates improve their skills, knowledge and
attitude through training. The manager, in order to achieve the objective of
running organization, has to acquire the necessary skills and knowledge, which
to train other workers. A major problem of all developing countries like
Nigeria is their inability to manage their resources effectively. Government
effects in management education dates back to 1964 when the National Manpower
Board was set up by the federal government. The board drew the attention of
government to the fact that the low level of management at all levels was one
of the major constraints on raising workers productivity in Nigeria.
The point raised by the
National Manpower Board in 1964 triggered off a lot of actions on the other
tiers of government. Various manpower training and development institutes were
established to cater for management education and training. In 1969, the
Administrative Staff College of Nigeria was established as a model institution
for the training of civil servants. It has in its programme various management
courses including seminars on Management by Objective (MBO) and human resources
management. Others include advanced management service and advanced general
management. All these are geared towards improving the
training of civil servants of the local government areas.
With the effort of government
to ameliorate the shortage of manpower training in the country, especially in
local government, one would be led to believe that the local government areas
need to change in the field of service. Something still has to be done in the
orientation, training and development programme of personnel that conduct these
organizations.
Again, most training and
development programmes look unorganized and unsystematic, coupled with the fact
that there is no articulated plan on how the local government staff should be
trained and developed. The local governments need guidance on how to go about
developing their manpower, to ensure survival and efficiency. A document should
be prepared on training and development programme of local government workers
as a reference book; as well as a standard for measuring training and
development programme.
The phenomenon has imposed on
organizations the need to complement the motivational techniques, with
concerned efforts to improve the skills and knowledge of employees through
planned and systematic training programmes, in response to such changes in
technology, in order to achieve the objectives of increased productivity
through efficient and effective performance.
This research is on the impact
of staff training on the performance of local government area staff in Anambra
state. Personnel management deals with the problems of how to supply a specific
organization with its human resources needs. Hence, Fillipo (1976), defined it as the planning,
organizing, directing and controlling or procurement, development,
compensation, integration, maintenance and separation of human resources to the
end that individuals, organization and societal objectives are attained.
It is not known for now how
far the local government area authorities take staff training and development
serious, and how far they have been going about it since the inception of the
local government system as the third tier of government. Nor, do we know
whether anybody has fully benefited from such training. Indeed, the weaknesses
in staff performance in the local government area, can be traced to lack of
such incentive as training and development.
It is against this background
that the researcher wishes to investigate the kind of training and development
policy which would help to improve local government job performance, as well as
suggest a better training for the entire Anambra state.
1.2 Statement
of the Problem
For any business organization
to survive, it must be responsive to change in its environment. The training
and development of staff for improved skills, and knowledge is an aspect of
responses to change in the technology environment. The envisaged increase in
productivity through efficient and effective employees performance justify the
huge resources organization connect to the training of their employees.
Unfortunately, it has been
said that some organizations, in spite of the resources invested in the
training of staff, experience unsatisfactory level of employee performance.
There is an ever increasing number of tasks in our government that require
specialized knowledge, skills and aptitudes. It
becomes inevitable that we should train and develop our personnel to cope with
the increasing and changing job requirements posed by fast technological and
social changes. This could be achieved through a well planned and systematic
manpower training program.
The real problem of the local
government area includes lack of well articulated policy guidelines, and no
parameter for identification of employees training needs, no definite job
analysis and job description, and indiscriminate training of staff that have no
relevance to their tasks. As a result, workers are working for working sake,
instead of working to ‘build a cathedral’. This has somehow contributed to the
abysmal performance of the local government.
1.3 Objectives of the Study
The main purpose of the study
was to determine the impact of staff training on the performance of the local
government staff in Anambra State. Specifically, the study was meant to do the
following:-
1.
To find out why there are lack of
well-articulated policy guidelines regarding training of workers.
2.
To find out why there are no parameters for
identification of employees training needs.
3.
To x-ray the existing job analysis and job
description in the local government area.
4.
To find out the reason for non indiscriminate
training of staff that have no relevance to their tasks.
5.
To know whether gender is influencing the
choice of employees for training.
1.4 Scope
of the Study
Local government in Anambra
state have lot of problems ranging from financial problems to inadequate
infrastructures, lack of personnel, ineffectiveness, and inefficiency on the
part of the employees, and lack of equipment.
The study therefore, focuses
on the problems of inadequate attention to staff training and policy in our
local government areas for better job performance of the workers. It also
looked into the system of training need analysis, method of training, places of
training, as well as the training organizations involved. There is now the need
to mention a specific kind of training either workshop, in-service training
contrary to what was already existing in the local government areas of Anambra
state, and the country as a whole.
1.5 Significance of the study
This study is considered
important because of the significance role training of personnel for improved
skills, and knowledge play in achieving increased productivity through
efficient and effective employee’s performance. The study would be equally
important to all students of Public Administration. As future managers, the
study would contribute to their knowledge of human resources in organizations.
The study would also sensitize
local government administrators in Anambra State, to better appreciate the
importance of institutionalizing personnel and training and development. It
would as well provide ideas that would be useful to
the Federal government in evolving policies on local government staff
development in the country.
It would also enable the
chairmen of the local government areas to see the implication of not funding
staff development in their various local government areas. Finally, the study
would provide suggestions for further studies on this issue with the intention
of breaking new grounds.
1.6 Research
Questions
The
following research questions guided the study:
1.
Is it true that there are lack of well
articulated policy guidelines?
2.
Is there any parameter for identification of
employees training needs?
3.
Has there be any assigned job to the staff of
the local government area?
4.
Do they have definite job analysis and job
description?
1.7 Null
Hypotheses
The
following null hypotheses guided the study.
1. Ho The impact of staff training on the
performance of local government
area staff have no significant relationship with workers
training needs.
H1 The impact of staff training on the
performance of local government area have
significant relationship with
workers training needs.
1.8 Definition of
Terms
1.
Effectiveness: It
is a measure of the extent to which an organization has achieved its
objectives.
2.
Efficiency: A
measure of the extent to which an organization has achieved its
objectives in relation to the cost of doing so.
3.
Training: It is
a process of exposing individuals to the skill and knowledge they
require for effective performance of their jobs.
4.
Performance
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Item Type: Project Material | Size: 76 pages | Chapters: 1-5
Format: MS Word | Delivery: Within 30Mins.
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