INFLUENCE OF TRAINING ANDDEVELOPMENT ON THE LEVEL OF ERFORMANCE OF SECRETARIAL STAFF (A CASE STUDY OF THE FEDERAL JUDICIARY,IBADAN)

  • Chapters:5
  • Pages:87
  • Methodology:Chi Square
  • Reference:YES
  • Format:Microsoft Word
(Political Science)
INFLUENCE OF TRAINING ANDDEVELOPMENT ON THE LEVEL OF ERFORMANCE OF SECRETARIAL STAFF (A Case Study of the Federal Judiciary,Ibadan)
ABSSTRACT

The main objective of this study is to ascertain the influence of training and development on the level of performance of secretarial staff (a case study of the federal judiciary, Ibadan). Qualitative research design was adopted by administering questionnaire to elicit relevance information from various respondents. This research work make use of Federal Judiciary, Ibadan as a case study where the mode of operation meet the need of this research work.
 This study therefore makes use of primary source of information. Information derived from the primary source was used as data which serves as the basis of analysis. It was discovered in this study that there is relationship between the effects of training and development and the performance of the judiciary. Also,
there are ways that the type of staff training and development  programme in the judiciary be identified. In addition, there are factors militating against the effective implementation of training and development programmes in the judiciary. It was also revealed that there are necessary recommendations that will lead to elimination of obstacles in training and development programmes in the judiciary
This study therefore recommends thatJudiciary in Nigeria should embrace manpower development as a Corporate and management strategy. It seeks to improve knowledge, skills and attitude required by employees to perform adequately on a given task or job and cumulatively enhances the judiciary performance. Moreover, manpower development is expensive for the Judiciary but highly less expensive when compared to the errors, accidents and poor productivity recorded in organizations that do not imbibe the culture especially from high labour turnover. Lastly, manpower development should be a matter of organizational policy and should be continuous rather than hand picking of employees who the management is pleased with for a training and/or development exercise.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1    Background to the Study    -    -    -
1.2    Statement of the Problem    -    -    -
1.3    Research question     -    -    -    -    
1.4    Objective of the Study    -    -    -    
1.5    Research Hypotheses    -    -    -    -    
1.6    Scope of Study    -    -    -    -    -    -    
1.7    Significance of the Study    -    -    -
CHAPTER TWO: LITERATURE REVIEW    
2.1    Literature Review and Theoretical Framework      
2.2    Concept of Training and Development-    -    -    
2.3    Manpower Training     -    -    -    -    -
2.4    Factor Affecting Training        -    -    -    
2.5    Objective of Training        -    -    -    
2.6    Determinants of Training Needs    -    -    
2.7    Modern Methods of Training     -    -    -    -
2.8    The Training Process    -    -    -    -    -
2.9    Manpower Development    -    -    -    -
2.10    Problems and Prospects of Training and Development
on Workers Performance in an Organization    -    -    
2.11    Implementation of Training Programme    -    -
2.12    Evaluation of Training and Development Programme -    
2.13    Factors that can enhance performance at Work     -
2.14    Effects of Training and Development on Workers Performance    
2.1    Theoretical Framework    -    -    -    
CHAPTER THREE: RESEARCH METHODOLOGY
3.1    Research Design    -    -    -    -    -
3.2    Population and Sampling     -    -    -    
3.3    Sources of Data        -    -    -    
3.4    Research Instrument    -    -    -    -    -
3.5    Data Analysis Method    -    -    -    -    -    -
3.7    Justification on the use of Chi-Square    -    -    -
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS
AND INTERPRETATION  
4.1    Data Presentation of the Questionnaire    -    -
4.2    Testing of Hypotheses    -    -    -    -    -
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1    Summary of Findings    -    -    -    -    -
5.2    Conclusion    -    -    -    -    -    -    
5.3    Recommendations    -    -    -    -    -    
References      -    -    -    -    -    -    -
        Appendix    -    -    -    -    -    -       
CHAPTER ONE
INTRODUCTION
1.1     BACKGROUND OF THE STUDY
The following is a brief history of the Federal High Court of Nigeria where this study is carried out. The Federal Revenue Court now known as the Federal High Court was established in 1973. It has special jurisdiction in specific matters including taxation of companies, customs and excise duties banking foreign exchange currently and fiscal measure of the government of the federation. Also, its jurisdiction covers copyright, patent, design, trademarks and merchandise market.
The court of appeal was established by the Decree No. 43 of 1976 following upon an amendment of 1963 constitution.
Before the 1979 constitution into effect, the court was only empowered to take appeal from such other courts or tribunal as may be prescribed by any applicable law.
The Federal High Courin Ibadan upon which this project is based, falls within the Federal Judiciary Court.
1.2     STATEMENT OF THE PROBLEM    
    The human resources (manpower) is considered the most critical to any organizational survival of a truism that adequate supply of material and financial resources that utilizes these available resources to bring about the desired goals. However, most organizational plans meticulously for their investment in physical and capital resources and these plans are reviewed with utmost attention to detail while rarely do such organizations pay attention to human investment in which the capital and equipment will be in vain. Not many organizations consider the necessity for a well-defined and sustained training and development for staff in order to upgrade their performance or they are not able to cope financially with training and development programmes.
The very few organizations that give thought to this very important aspect of staffing functions do so with lack of seriousness; all round attention and continuity. The programmes are carried out not only once in a blue moon but are also lopsided in terms of content and staff participation. As a result of this, lackadaisical attitude of management towards training and manpower development. There had been a progressive decline in the ability of manpower to cope with the challenges that attend the over unfolding new dispensation in the industry, in the circumstance, what we find is that the rise in industrial output is inconsequential in spite of the enormous wave of modern technology that now exist in industrial activities.
    It is the opinion of industry observes that the poor performance of the organization-workers follows from their inability to keep abreast with the new technological current trend as a result of the absence of appropriate and sufficient staff training. It is against this background that the researcher considered the impact of training and development on organizational workers performance of this mission, however, the researcher used Abahrise Ltd   as a reference.
1.3     RESEARCH QUESTIONS
1.     What is the relationship between the effects of training and development and the performance of the judiciary?
2.    In what ways can the type of staff training and development programme in the judiciary be identified?
3.     What are the factors militating against the effective implementation of training and development programmes in the judiciary?
4.     What are the necessary recommendations that will lead to elimination of obstacles in training and development programmes in the judiciary?
    1.4     THE OBJECTIVE OF THE STUDY
Generally, the main objective of this study is to ascertain the influence of training and manpower development on the level of performance of secretarial staff in the judiciary.
    Specifically, this study seeks to ascertain:
1.    therelationship between the effects of training and development and the performance of the judiciary.
2.    theways can the type of staff training and development programme in the judiciary be identified.
3.    thefactors militating against the effective implementation of training and development programmes in the judiciary.
4.    thenecessary recommendations that will lead to elimination of obstacles in training and development programmes in the judiciary.
1.5    RESEARCH HYPOTHESES
    The testable hypotheses of this research study are the following:
1.    There is no relationship between the effects of training and   
development and the performance of the judiciary.    
2.    There is no ways that the type of staff training and development
programme in the judiciary be identified.
3.    There is no factors militating against the effective implementation of
training and development programmes in the judiciary.
4.    There are no necessary recommendations that will lead to elimination
of obstacles in training and development programmes in the judiciary    
1.6    SCOPE OF THE STUDY
        For the purpose of this research study, and to derive reasonable results which will enable us to arrive at reasonable conclusion, this research scope will be centered on Federal Judiciary in Ibadan.
1.7     SIGNIFICANCE OF THE STUDY
        This study is mainly concerned with the influence of training and manpower development on the level of performance of secretarial staff in federal Judiciary in Ibadan.
    Although, most organization have not given desired attention to the training of her workers, but it is expected that the knowledge acquired as a result of training on the job will help or aid the employee in no small measure in achieving the Judiciary goal.
1.7     LIMITATIONS OF THE STUDY
•    Sample size: The sample size is relatively small.
•    Time: The study will conducted and submitted within short period of time and this affects the scope of the study.
•    Availability of data: This study was based on the data that the researcher could get.

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Project Details

Department Political Science
Project ID POL0044
Price ₦3,000 ($9)
Chapters 5 Chapters
No of Pages 87 Pages
Methodology Chi Square
Reference YES
Format Microsoft Word

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    Project Details

    Department Political Science
    Project ID POL0044
    Price ₦3,000 ($9)
    Chapters 5 Chapters
    No of Pages 87 Pages
    Methodology Chi Square
    Reference YES
    Format Microsoft Word

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