Employee development through training programmes. Staff performance and retention in the Federal College of Education (Technical) Akoka Yaba Lagos

Table of Contents

1. Introduction

1.1 Background to the Study

1.2 Statement of the Problem

1.3 Purpose of the Study

1.4 Research Questions

1.5 Research Hypotheses

1.6 Scope and Delimitation of the study

1.7 Significance of the Study

1.8 Operational Definitions

2. Literature Review

2.0 Introduction

2.1 Conceptual Issues in Manpower Development and Training

2.2 Operational Structure of the College

2.3 Overview of training and Development

2.4 Training and Development Policy: Training and training transfer

2.5 Employees Performance and Employee Retention

2.6 Perceived Effects of Employee Benefits on Employee Retention

2.7 Reasons for Training and Factors that Hinders Successful Training Programme

2.8 Training, Development and performance Relationship

2.9 Training and Development Method

2.10 Benefit of Training and its Evaluation

2.11 Summary of literature Reviews

3. Research Methodology

3.1 Introduction

3.2 Research Design

3.3 Population of the Study

3.4 Sample and Sampling Technique

3.5 Research Instrument

3.6 Validity of the Research Instrument

3.7 Reliability of the Research Instrument

3.8 Administration of instrument

3.9 Data Analysis

4. Data Analysis and Discussion of Findings

4.0 Introduction

4.1 Analysis of respondents Bio-data

4.2 Analysis of Respondent Response to Items in Section B

4.3 Testing of Hypotheses

4.4 Discussion of Findings

5. Summary, Conclusion and Recommendations

5.1 Introduction

5.2 Summary

5.3 Conclusion

5.4 Recommendations

Research Objectives and Themes

This study aims to investigate the impact of manpower training and development programmes on staff performance and retention within the Federal College of Education (Technical), Akoka, Lagos. It seeks to determine if current training initiatives are aligned with staff needs, effectively enhance professional skills, and contribute to organizational stability by reducing staff turnover.

• Manpower training and development strategies in higher educational institutions.
• The nexus between continuous staff training and organizational performance.
• Factors influencing employee retention and talent management.
• Challenges and constraints in implementing effective training policies in the Nigerian educational sector.

Excerpt from the Book

Summary of Chapters

Chapter One: Introduction: Provides the foundation for the research by outlining the background, objectives, and the scope of the study regarding manpower training and its impact on staff performance at the institution.

Chapter Two: Literature Review: Synthesizes existing theories and empirical studies concerning manpower development, training methodologies, and the relationship between employee benefits, performance, and retention.

Chapter Three: Research Methodology: Details the descriptive survey research design, the population of academic staff, sampling techniques, and the instruments used for data collection.

Chapter Four: Data Analysis and Discussion of Findings: Presents the statistical analysis of the questionnaire data, tests the research hypotheses, and discusses the findings in relation to existing literature.

Chapter Five: Summary, Conclusion and Recommendations: Summarizes the key findings and offers practical recommendations for the management of the Federal College of Education to improve its training policies and staff retention strategies.

Keywords

Manpower Training, Employee Development, Staff Performance, Employee Retention, Organizational Productivity, Human Resource Management, Skills Acquisition, Federal College of Education, Technical Education, Training Policy, Training Transfer, Job Satisfaction, Workforce Competence, Talent Management, Higher Education Institutions.

Frequently Asked Questions

What is the core focus of this research project?

The study focuses on evaluating the relationship between manpower training and development initiatives and their tangible impact on the performance and retention of academic staff at the Federal College of Education (Technical), Akoka, Lagos.

What are the primary themes explored in the work?

Key themes include the necessity of human resource development for organizational success, the link between training and employee morale, the challenges of implementing consistent training policies, and the financial implications of staff turnover.

What is the primary research question or objective?

The primary objective is to investigate how staff training programmes influence skills, experience, and the quality of performance, while exploring how these factors collectively affect staff retention and institutional service delivery.

What scientific methods were employed?

The study utilized a descriptive survey research design, collecting primary data via structured questionnaires from 150 selected academic staff members, which were then analyzed using descriptive statistics and Chi-square inferential statistics.

What does the main body of the work cover?

The main body examines the theoretical and practical dimensions of training, including the differences between training and development, the importance of training transfer, and the administrative structure of the college that oversees these programs.

What are the main characteristics that define this study?

The study is characterized by its empirical focus on a specific Nigerian tertiary institution, its emphasis on linking organizational theory with practical human resource challenges, and its use of hypothesis testing to validate staff development effectiveness.

How does the college structure affect training implementation?

The research suggests that organizational issues, such as the lack of a formal staffing policy and succession plan, alongside political interference in training selection, serve as significant constraints to the effectiveness of professional development within the college.

What conclusion does the author reach regarding training?

The author concludes that without well-planned and continuous training, the institution risks organizational failure, emphasizing that training must be viewed as an essential investment rather than a peripheral or ad-hoc activity.