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TRAINING AND
HUMAN RESOURCES DEVELOPMENT AS REQUIREMENT FOR QUALITY EDUCATION IN SELECTED
SCHOOLS
ABSTRACT
Training and
human resource development as requirement for quality education in selected
schools in Lagos state has been studied. 200 teachers, male and female were
randomly selected from five secondary schools in Lagos state. A self-made
questionnaire was used to collect data for the study.
The data
were analyzed using the simple percentage for all the research questions while
hypotheses three and four were analyzed using the t-test statistical tool at
0.05 level of significance. The result shows that: Training and Development
have a significant impact on Teachers, Quality, there is a significant
Relationship Between Teachers Quality and Students’ Academic performance; there
is a significant Difference Between the productivity of trained and un-trained
teachers and there is a significant Difference Between the productivity of
experienced and in-experienced teachers the four null hypotheses tested were
all rejected while the alternate were upheld.
CHAPTER ONE
INTRODUCTION
Background
to the Study
Building
human capital has been recognized in recent times as crucial to the overall
development of any nation. The best thing Nigeria can give to its citizens is
quality education, which opens the doors to development and progress. The
importance of developing human capital cannot be over-emphasized as it acts as
a catalyst for change for a better future for individuals to realize their full
potentials in the acquisition of knowledge and skills. It is apparent that the
world democracies that are doing well are those whose education systems are
producing well- educated citizens who can understand what is involved in life
and are not ethnic biased (Anya, 1999).
According to
Obike (2003) it is literally impossible for any individual to learn a job or
enter into any profession and remain in it for long with his or her skills
basically unchanged. This is more so in a complex and constantly changing
organization like school, that must adapt to changing societal demand and
instructional methodology. Thus no matter how excellent the pre-service,
pre-paratory and how well qualified school personnel may be at the time of
employment, efforts should be made to develop them personally and
professionally. On a regular and continuous basis (Obanya, 2002).
The schools
need well qualified staff to provide quality learning experience for students
in line with the saying “ no school can be greater than its teachers” changes
in position and job requirement within the school system demands that personnel
must be well developed. It is important to develop the teachers that directly
impart knowledge to students. It is only then that appropriate and adequate
knowledge can be imparted to the students, resulting ultimately in successful
achievement of the goal of education (Nwagbara, 1999).
Training
both physically, socially, intellectually and mentally are very essential in
facilitating not only the level of productivity but also the development of
personnel in any organization. Therefore, training can be put in a context
relevant to school administrators. However, knowledge is the ability, the
skills, the understanding, the information, which every individual requires in
order to be able to function effectively and perform efficiently (Garuba,
1996).
According to
Olaniyan and Lucas (2008) Human resources are the most valuable assets of any
organization, with the machines, materials and even the money, nothing gets
done without manpower. Abiodun (1999) submitted that training is a systematic
development of the knowledge, skills and attitudes required by employee to
perform adequately on a given task or job. It can take place in a number of
ways, on-the-job of off-the-job; in the organizations. Martins (2004) observed
that staff training and development is a work activity that can make a very
significant contribution to the overall effectiveness and profitability of an
organization.
The
effectiveness and success of an organization therefore lies on the people who
form and work within the organization. It follows therefore that for the
employees in an organization to be able to perform their duties and make
meaningful contributions to the success of the organizational goals, they need
to acquire the relevant skills and knowledge. In appreciation of this fact,
organizations like educational institutions, conduct final training and
development programmes for the different levels of their manpower.
Chris (1996)
submitted that training and development aim at developing competences such as
technical, human conceptual and managerial for the furtherance of individual
and organizational growth. Also Egbe (1992) postulated that the process of
training and development is a continuous one. The need to perform one’s job
efficiently and the need to know how to lead others are sufficient reasons for training
and development and the desire to meet organizations objectives of higher
productivity, makes it absolutely compulsory.
It is
against this background that the researcher examines training and human
resource development as requirement for quality education in selected schools
in Lagos state.
Statement of
the Problem
There is a
general outcry about the poor performance of secondary school students in
internal and external examinations. Akubiro and Joshua (2009) observed that in
recent times, there have been complaints that the standard of education has
fallen. Research reports and general observations make it obvious that
resources in secondary schools such as teachers, classrooms and instructional
materials are in short supply. Obviously, the quality of teacher is low, since
they are not given opportunity for training and development programmes. The
over-riding question here is how can quality instruction be achieved?
Purpose of
the Study
The purpose
of this study is to;
– Examine
the impact of training/development on teachers quality
– Determine
the relationship between teachers quality and students academic performance
– Examine
the difference between the productivity of trained and untrained teachers.
– Assess the
difference between the productivity of experienced and in-experienced teachers
Research
Questions
The
following questions were designed to guide the study;
– What is
the impact of training and development on teachers quality?
– What is
the relationship between teachers quality and students’ academic performance?
– What is
the difference between the productivity of trained and untrained teachers?
– What is
the difference between experienced and in-experienced teachers?
Research
Hypotheses
The
following hypotheses were tested in the study;
– Training
and development have no significant impact on teachers quality.
– There is
no significant relationship between teachers quality and students’ academic
performance?
– There is
no significant difference between the productivity of trained and untrained
teachers.
– There is
no significant difference between the productivity of experienced and
in-experienced teachers.
Significance
of the Study
The
following people will benefit from the result of this study;
Teachers
will benefit through this research work because they will see the need to
acquire more knowledge and skill which will in turn enhance their instructional
methods and boost the quality of teaching and learning. Government will also
come in terms with the importance of in-service training for the teachers and
will be willing to sponsore the training programmes in order to facilitate
teachers, job performance towards quality education.
The society
will benefit, because the products of our educational system will be of a
higher quality and this will enhance the quality of our economy. Students will
benefit because they will be tutored by high-quality teachers who are
acquainted with new trends and innovations in education hence there will be a
grate improvement in students achievement in our secondary schools.
Scope of the
Study
The research
will cover five selected secondary schools in Lagos State.
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