AN EVALUATION OF THE IMPACT OF TRAINING AND DEVELOPMENT POLICY ON STAFF PRODUCTIVITY IN THE PUBLIC SERVICE
1.1 BACKGROUND OF THE STUDY
In spite various government interventions and efforts; the Nigerian public sector’s score-card has remained poor
performance and inefficiency.Considering the important role of training and development in bringing the
Nigerian public service to an enviable height, if those that are expected to execute policies of the government
and manage public affairs are not well trained and knowledgeable, there would definitely be a problem.
Obviously the achievement of the objectives for which they were employed might be affected. As the popular
Adage says, “If a naked man promises you clothes, ask him which one”.
Where the human capital is not planned, organizations will be confronted with the inability to deliver
quality service, inability to attract and retain the people required and difficulty in the development and training
of highly talented personnel. Training on the Job and some form of in-service training are examples of training
being designed or intended to develop the knowledge or expertise, greater confidence and a higher degree of
performance. The principal intention of training is to equip people with the knowledge required to qualify them
for a particular position of employment or to improve their skills and efficient in the position they already hold.
Staff development, on the hand, implies growth and the acquisition of wide experience for future strategies
advantage of the organization.
Training is therefore a key element for improved organizational effectiveness; it increases the level of
individual and organizational competences. It helps to reconcile the gap between what should happen and what is
happening – between desired targets or standards and actual levels of work performance. Thus the study focuses
on the impact of training and development on staff productivity in the public sector in Nigeria.with a case study of the impact of training and development
on staff productivity in ogun state public service
1.2 STATEMENT OF THE PROBLEM
The concept of staff productivity and of continuous staff productivity remains a critical factor for the continuous development of the public service
In Nigeria.Howeverinspite of numerous efforts of government through training and retraining ,the goal is still far from being reached.
Staff productivity in terms of quality output of goods and services remain fundamental for the development of the public service and the economy at large in Nigeria.
Therefore training and development must be a continuous program as a means of enhancing the acquisition and improvement of new skill and knowledge.But the problem
That lies shows that the cost incurred in training and development is not yielding the commensurate results.therefore it is pertinent to evaluate the nature of our training and development
Program with a view to determining its impact on staff productivity.Therefore the problem confronting this research is to evaluate the impact of training and development policy on staff productivity in the public service with a case appraisal of the impact of training and development policy in the ogun state public service.
1.3 RESEARCH QUESTIONS
1 What is the nature of training and development
2 What is the nature of training and development policy in Nigeria
3 What is the nature and measure of staff productivity in the public service
4 What is the nature of the impact of training and development on staff productivity in the public service
5 What is the nature of the impact of training and development on staff productivity in ogun state public service
1.4 OBJECTIVE OF THE STUDY
1 To determine the nature of training and development in the public service
2 To determine the nature of staff productivity in the public service
3 To determine the nature of training and development policy in the public service
4 To determine the impact of training and development policy on staff productivity in the public service.
5 To determine the impact of training and development on staff productivity in the ogun state public service.
1.5 SIGNIFICANCE OF THE STUDY
The study shall provide a detail analysis on the structure of staff training and development,training and development policy as well as appraise
The impact of training and development policy on staff productivity.
It shall serve a source of information on issues of training and development policy in the public service in Nigeria
1.6 STATEMENT OF HYPOTHESIS
1 Ho Staff productivity inogun state public service is low
Hi Staff productivity in ogun state public service is high
2 Ho Training and Development in ogun state public service is low
Hi Training and development in ogun state public service is high
3 Ho The impact of training and development policy on staff productivity in ogun is low
Hi The impact of training and development policy on staff productivity in ogun is high
1.7 SCOPE OF THE STUDY
The study focuses on the evaluation of the impact of training and development policy on staff productivity in the public service with a case appraisal
of the impact of training and development policy in ogun state public service
1.8 DEFINITION OF TERMS
Fanibuyan (2001) defines training as the systematic process of altering the behaviour and or attitudes of
employees in a direction to increase organizational goals and development as programme generally aimed at
educating supervisory employees above and beyond the immediate technical requirement of the job and have a
main objective of the improvement of the effective performance of all managers. Training is the application of
gained knowledge and experience (Punia&Saurabh, 2013). Training can be defined as organized activity aimed
at imparting information and/or instructions to improve the recipient’s performance or to help him or her attain a required level of knowledge or skill (Appiah et al, 2013).
Development involves preparing employees for higher responsibilities in future. Development
according to Ezeuwa (2009) can be seen as the use of human resources to quantitatively change man’s physical
and biological environments to his benefits or ever seen as involving the introduction of new ideas into the social
structure and causing alterations on the patterns of the organization and social structure. To develop staff,
(Daniels, 2003) simply refers to make them grow with the company so that they can be fitted for available higher
positions within their capacity. Development deals with improving human relations and interpersonal (Iwuoha,2009).
This is given immediately after employment to introduce the new extension staff members to their position.
This is mainly concerned with acquainting new employees with the organization. This training is aimed at
getting all new entrants familiarize with the organization’s goals, structure, culture, work standard and other
conditions of employment
This is appropriate for newly recruited personnel; every staff member needs some professional knowledge about
various rules and regulations of the government, financial transaction, administrative capability, communication
skills, report writing, leadership ability, etc
Job Instruction Training
Job instruction training is received directly on the job, and so it is often called “on-the job” training. It is used
primarily to teach workers how to do their current jobs. A trainer, supervisor, or co-worker serves as the
instructor. When it is properly planned and executed, this method includes each of the learning principles
(Demetra et al, 2008).
Career Development Training
Career development is the ongoing acquisition or refinement of skills and knowledge, including job mastery
and professional development, coupled with career planning activities. Job mastery skills are those that are
necessary to successfully perform one’s job. Professional development skills are the skills and knowledge that
go beyond the scope of the employee’s job description, although they may indirectly improve job performance
Maintenance/ Refresher Training
This keeps specialists, administrators, accountants, supervisors and frontline workers updated and enables them
add to the knowledge and skills they have already.
The management and leadership development process is flexible and continuous, linking an individual’s
development to the goals of the job and the organization. Management development programs on campus give
you the opportunity to develop a broad base of skills and knowledge that can be applied to many jobs on
campus. D&T’s management development curriculum is changing. The overarching goal is a comprehensive
curriculum for managers and supervisors to develop the necessary core competencies to become excellent