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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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