TRAINING NEEDS AND PERFORMANCE EVALUATION IN PUBLIC SECTOR ORGANISATION

TRAINING NEEDS AND PERFORMANCE EVALUATION IN PUBLIC SECTOR ORGANISATION

  • The Complete Research Material is averagely 68 pages long and it is in Ms Word Format, it has 1-5 Chapters.
  • Major Attributes are Abstract, All Chapters, Figures, Appendix, References.
  • Study Level: MTech, MSc or PhD.
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CHAPTER ONE

1.O        GENERAL INTRODUCTION

The major concern of the staff of organization [institution] should be responsible for the achievement of the objective for which such organization was established. This call for proper and efficient management of both human and materials resources of the organization.

The training of employees is an issue that has to be face by every organization, the amount and quality of training carried out varies enormously from one organization to another.

Factors influencing the quality and quantity of training are degree of change, new processes, new market etc availability of suitable skills within the existing workforce and adaptabilities of existing workforce. The extent to which the organization supports the idea of internal career. The commitment of senior management to training such as an essential part of economic success

Saleem and Mehwish (2011) suggest that training is a major activity for human resources development for employee’s developments.

1.1         BACKGROUND OF THE STUDY

Training at one extreme consists of a few hours of institution by supervisor who give the new employee a skeletal outline of the institution policies the location of the

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criteria and summary of work rules. At the other extreme, it consist of several years formed courses designed to develop qualified specialist. Between these extremes are countless programmed designed to fit the need of particular institution.

It is misleading to think of job training purely in terms of formal courses and programmed. Almost everything that happen to employees after they join an organization also serves as training and experience action that are rewarded and provided satisfaction tend to be repeated. Without training the achievement of the higher performance is not assumed. The efficiency of any institution depend directly on how well its employees are trained, newly hired employees required training to keep alert to demand of their present jobs and to prepare for transfer and promotion.

1.2         STATEMENT OF RESEARCH PROBLEM

It is generally believed that civil servants are often accused in their respective organization of being unproductive or crossing the back of organization such in puntualility, employees refuse to work giving complain and flimsy excuse, these should not be found in organization because they are negative attitudes toward such organization. An example of such place is the civil services organization. The attitude of the employee conduct is very low, government workers have ’’I don’t care’’ attitude towards their work.

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Poor attitude to work they assumed the work can be done at any time. This is not proper it only portrays a sign of indiscipline and lack of concern. Institutions of higher learning such as the one under study are not exception to the above facts.

Workers in the organization are not putting their best sometime they even neglects their responsibilities. The genesis of the above problem is that the employees are not properly trained and evaluated in their performances. It is at causes of finding solution to what actually makes the employees exhibit such attitudes that promote the researcher to take this study.

1.3         RESEARCH QUESTION

1.      Is training and performance evaluation necessary in the organization?

2.      Does training and performance evaluation determine organizational success?

3.      Is training needs part of organizational strategy?

4.      Is training and performance evaluation part of motivation of workers in the organization?.

1.4         OBJECTIVES OF THE STUDY

This research aims to achieve the following objectives;

1.       To examine the basic factors of training needs of the organization.

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2.       To also examine those fundamental drives of performance evaluation especially in a public sector organisation

3.       To understand the relationship between performance evaluation and training need in public sector organization.

4.       To establish how performance evaluation and training need complement each other in an organization.

1.5         HYPOTHESIS

This research work is base on the following hypothetical assumption.

1.      That identify training needs of an organization is very crucial to it success.

2.      That lack of effectives performance evaluation in an organization lead to organizational failure

3.      That there is significant relationship between performance evaluation and training needs in public sector organization.

4.      There is a strong complementary link between performance evaluation and training needs in organization.

1.6         SIGNIFICANCE OF THE STUDY

This research work is significant to the management/authority of organization under the study, it will assist in guiding them to adopt these techniques in training and

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appraising employees and hence increase the productivity and provide greater job performance.

To other researchers ,this work will serve as a useful guide for those wishing to carryout similar research. A contribution to knowledge especially training needs and performance evaluation.

1.7         SCOPE AND LIMITATION OF THE STUDY

In view of other teaching problem demanding for time and attention of the scope and coverage of this study will be limited to training and appraisal method use in Shehu Shagari College of Education Sokoto. The limitation does not means that certain things cannot be generalize in terms of application and reference. The techniques that will be discussed in literature review that involves general discussion and some of the recommendation.

There were a lot of limitation in conducting this research, the major once includes time constraints impose by the authority concerned with the project. The time given is not enough for collecting the necessary data with series of class tests assignments and preparation for examamination.

The researcher found it difficult to go beyond the data collected for the project to cover all aspect of this work. Another problem encounter was interview, questionnaire and other methods used due to perceived prejudice.

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1.8         DEFINITION OF TERMS

EVALUATION Is addition to proves data for jobs description and jobs satisfaction.Analysis also valuable in providing the information that makes comparison of jobs possible. If an organization is to have equitable comparization programme, jobs that have similar demands in terms of skills, education and other personal characteristics should be place in common compensation group. Evaluation is to find out the amount or values of things.

RELATIONSHIP: the act of connecting or relating two things together;

PERFORMANCE APPRAISAL is an invaluable instrument which is used in industryand organization to compare individual staff performance in relation to another.

PERFORMANCE EVALUATION; is a procedure where by every organization takestock of it human resources, resources regard to its present performance, the likes and dislikes of each individual, the strength and weakness and his potential for growth.

TRAINING NEEDS. training is the most appropriate and effective remedy for theorganizational output.

ATTITUDE refers to the way one thinks  and feel about something.

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1.9 CHAPTERIZATION

For the purpose of research convenience, this project has been divided into five[5] chapters.

In chapter one it state the general introduction, statement of research problem, aims and objectives of the study, research hypothesis, significance of the study, scope and limitations of the study, definition of terms and chapterization.

Chapter two deals with literature review and theoretical framework, introduction, concept of training needs, types of training techniques, apprentice training, visible training, on-the job training, programmed instruction, planning training, evaluation, the benefits of training, performance evaluation, performance evaluation techniques [types], ranking, person to person comparison, graphic, graphic scales, check list, force choice description, behavioral anchored rating scale, management by objectives [M.B.O], objectives of performance evaluation, critiques of evaluation schemes, definition of public sector organization, the roles of public sector organization and theoretical framework.

Chapter three deals with research methodology, introduction, method of data collection, population and sample method of data analysis and test of hypothesis.

Chapter four deals with data presentation and analysis ,hypothesis testing and summary of finding.





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