PROBLEMS OF EMPLOYEE TRAINING AND DEVELOPMENT IN PUBLIC SECTOR
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PROBLEMS OF EMPLOYEE TRAINING AND DEVELOPMENT IN PUBLIC SECTOR
Chapter one
INTRODUCTION/BACKGROUND FOR THE STUDY
1.0 Introduction.
According to Okotoni and Erero (2005), there has been a general resistance to investment in training in the public service because of the belief that employees hired through a merit system must be presumed to be qualified, that they were already trained for their jobs, and that if this was not the case, it was evidence that the initial personnel selection was flawed.
This premise was abandoned when the necessity for training became clear in both the corporate and public sectors. Many organisations have recognised that training is an effective approach to enhance skills, increase productivity and job quality, and foster employee loyalty to the company.
Indeed, the need of training has been more apparent as the work environment has become more complicated, organisations have changed quickly, and technology has advanced, necessitating the need for personnel training and development to face new challenges.
Training and development guarantee that organisational members have the information and skills required to do their jobs effectively, take on new responsibilities, and adapt to changing situations. (Jones, George & Hill, 2000).
It is also stated that training improves quality, customer happiness, productivity, morale, management succession, corporate growth, and profitability. Expanding on the significance of human resources development (HRD)
the International Labour Office (2000) stated that development and training improves trainees’ “prospects of finding and retaining a job; improves their productivity at work, their income earning capacity, and their living standards; and broadens their career choices and opportunities.”
Management experts also claim that a manager’s primary duty is to develop people and direct, encourage, and train subordinates for maximum productivity. Training prepares people for professions that are specific to the public sector.
In 1974, the Public Service Review Commission (PSRC) report underlined the need of training and development in Nigeria. A results-driven public service will need to hire and train specialised individuals.
The new public service will require people with the necessary skills and knowledge. Training should be part of a complete education planning programme. Training is the most crucial part of human management for us here in Nigeria.
The experience with workforce training and development in the Nigerian public service has been one of deceit and waste. Against this backdrop, this study investigates personnel training and development issues in the public sector.
1.1 Statement of Problem
The Nigerian public sector suffers from a lack of personnel training and development. The causes for this include a lack of staffing in the majority of training institutes, as well as inadequate training facilities.
There are no modern training facilities, such as computers, laboratories, libraries, or vehicles for training and development. Training needs are not assessed to identify who should be trained and what should be learnt.
These issues have resulted in low public-sector output. In light of these concerns, the purpose of this research study is to investigate the issues surrounding staff training and development in the public sector, with the goal of providing relevant recommendations as needed.
1.2 Study Objectives
The aims of the study are as follows:
To investigate the issues surrounding staff training and development in the public sector.
Examine the demand for personnel training and development in the public sector.
To investigate strategies for training and development.
To investigate potential solutions to the challenges of staff training and development in the public sector.
1.3 Research Questions.
The following research questions were established to fulfil the study’s objectives:
What are the issues regarding staff training and development in the public sector?
What are the requirements for staff training and development in the public sector?
What are the methods for training and development?
What are some potential answers to the difficulties of staff training and development in the public sector?
1.4 Significance of the Study
The study is significant because it will highlight the problems of employee training and development in the public sector, the need for employee training and development in the public sector, training and development methods, and potential solutions to these problems. The study is particularly crucial since it will act as a resource for other scholars and researchers looking for information on the issue.
1.5 Scope and Limitations of the Study
This study focuses on the difficulties of staff training and development in the public sector, specifically in the Ministry of Education in Uyo.
During the course of conducting the study, the researcher faced numerous obstacles that served as limitations to the study, which included:
Financial constraints: Due to a lack of funding, researchers were forced to travel vast distances to distribute study questionnaire forms.
Time constraint: Because the researcher had fewer than two months to finish the study, the size of the sample used was reduced.
Material factor: A lack of relevant material for the literature review was identified.
1.6 Definition of Terms
Employee – A paid worker for a public or private organisation.
Training is the process of teaching or learning a skill or job.
Development is the process of changing and becoming larger, stronger, or more impressive, successful, or advanced, or of causing someone or something to change in this way.
Public sector – Government and its activities: the portion of a country’s affairs, particularly economic concerns, that are managed by government agencies.
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