THE EFFECT OF STAFF EDUCATION AND DEVELOPMENT IN QUALITY PERFORMANCE IN NIGERIA IMMIGRATION SERVICE LAGOS STATE COMMAND, IKOYI, LAGOS
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THE EFFECT
OF STAFF EDUCATION AND DEVELOPMENT IN QUALITY PERFORMANCE IN NIGERIA
IMMIGRATION SERVICE LAGOS STATE COMMAND, IKOYI, LAGOS
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Education
and development has come to be viewed as indispensable if the goal of the
organization are to be realized and the need dispositions of the employees are
to be met. According to studies from management consultants the largest single
factor driving job satisfaction is the opportunity for growth and career
development (Bathrust, 2007).
The process
of staff development/education include professional growth, in-service
education, continuing education, recurrent education, on the job staff
training, human resources development, staff improvement, renewal, talent
management and other combinations of these terms.
It is
literally impossible for any individual to learn or enter into a profession and
remain in it for long time with his or her skills basically unchanged. This is
more so on a complex and constantly changing organization like the Nigeria
immigration service that must adapt to changing society demands and
instructional methodology thus no matter how excellent the pre-service
preparation and how well qualified Immigration staff are at the time of
employment, efforts are made by the service to develop, train and educate
personal professionally on a regular and continuous basis: the service need
well qualifies officers and men to provide quality performance and experiences
for services delivery and achievement of a set goals.
Education is
the process of transmitting societal lives, values and desirable attitudes from
one generation to another for the employee. Staff education seeks to socialize
employees so as to equip them with the desired mode of behaviour that is in
conformity with the way of life of the society in which they live. Work
education has been identified as an import determinant of economic growth.
According to
Fafunwa sees education as “the aggregate of all the processes through which
human develops abilities, attitudes and other forms of behaviour which are of
positive value to society”. Staff education aims at developing full
potentialities of every employee’s while at the same time taking into
consideration the needs and welfare of the country develop social and
individual efficiency so that the individual can become more effective in the
society and for self fulfillment or self-realization. Staff development in the
other hand is defined as the process of providing opportunities for employees
to improve their knowledge, skills and performance in line with the goals and
values of the organization and in relation to the interests and needs of the
employee. The definition above submits that the growth of employee development
must be linked to the school district’s strategic plan and to the short and
long range workforce assets, which is a concept that requires an ability to
anticipate gaps in the knowledge and skills to the work force and how the
changing organizational system’s demographics, economic status and present
employee inventory will impact the accomplishment of a stated goals and
objectives. In this sense, staff development places an emphasis on organization
learning and is provided at the identified time of need either by the
organization or by an employee group, or by the individual worker. It emphasis
the premise that, organizations will progress to the extent that people grow
and develop. In an organization like Nigeria Immigration Service, there should
be favourable long terms goals achievement through effective staff training and
development geared through reactive program. The human resources planning
process must project and predict as accurately as possible the human skills and
talents necessary to meet system needs in the immediate and long range future.
The Immigration service’s armed with this information along with important
ongoing recommendations from building-level personnel; staff development joins
other personnel processes to build the human resources necessary to keep the
service alive and vital.
Staff
education and development activities become cooperative endeavors that account
for personal interest as well as for local building and organizational programs
needs. In Nigeria Immigration Service as an organization needs well
qualified/trained or educated personnel who will act as a “Mirror” to the
society because they act as the First Security Personnel to be met at the
‘entry’ position of this country. Nigeria Immigration “Acts” 1963. The Nigeria
Immigration Service, as an organization is saddled with the role responsibility
of manning of Nigeria Border Post, control and monitoring of Immigration and
emigration of persons into and from Nigeria Procurement, Issuance, Reissuance
and control of all travel documents, execution of deportation and repatriation
orders on undesirable foreigners among others duties has its own organizational
structure with its chain of command. Nigeria Immigration Manual 1963.
The quality
staff education and development in NIS, depends greatly on the performance of
the staff (workers) who are satisfied with their job and therefore stay at
their stations, work and enhance higher productivity in the organization.
Nigeria Immigration Service Lagos State is faced with a great challenge in this
respect, with low standard of education, low job satisfaction and low
motivation which do not only reduce performance of the service but also
constitute a serious push factor for migration of staff both from Nigeria to
other countries for high salary/wages paid.
The aim of
management is to meet personnel and organization goals which require
strengthening staff self-efficacy by offering training and supervision ensuring
the availability of essential means, materials and support as well motivation
and encouragement in terms of foreign mission training and other development
training which boosts the staff morale to stay in the service.
1.2
STATEMENT OF THE PROBLEM
Staff
education and development is a two way process which is generally preferred to
the training in professional field although definitions of the two terms often
are quite similar in the literature. Harris (1989) speaks of staff development
as having two kinds of training one which is in service training. Among the
trends in human resources administration today is training staff and
development to the motivation, deployment and alignment of people with the
system to increase the system’s productivity.
The benefit
of staff education and development can be summed up as; improves morals of
employees development, helps the staff to get job security and job satisfaction
while staff education standard/level places him or her in the higher hierarchy
in the organization, the more satisfied the employee is, the greater is his
morale, the more he/she will contribute to organizational success and the
lesser the employee absenteeism and turnover.
A well
trained employee will be well acquainted with the job and will need less of
supervision while the more trained an employee is the less are the chances of
committing accidents in the jobs and more proficient the employee becomes,
employees acquired skills and efficiency during training. Well trained employee
are eligible for promotion and shows both quality and quantity performances. In
Nigeria Immigration Services, Lagos State Command, because of well trained
employee there is no wastage of money, time and resources if staff are properly
trained. In an organization like Immigration, there is an established chain of
training done by the service which has to be followed by officers and men of
the services which is made compulsory done whether an officer is prepare or
not.
Obviously,
the researcher was poised to think on the negative, hence had to be subjected
to undertake this study so the problem of this study was to what extent does
Nigeria Immigration Services, Lagos State Command adhere to staff
development/education, is it associated with any benefits?
1.3
OBJECTIVE OF THE STUDY
This study
is intended to fulfill the following objectives.
1. To know
the extent of Nigeria Immigration Services, Lagos State Command consideration
of staff education/development.
2. To
determine the effect of staff education and development on staff performance.
3. To
determine how the managerial skills is develop through training and education.
1.4 RESEARCH
QUESTIONS
1. What are
the major staff development, training and their effectiveness in enhancing job
performance?
2. To what
extent does staff of Nigeria Immigration Services, Lagos State consider
education and development?
1.5
SIGNIFICANCE OF THE STUDY
This study
is the very important and effective to Immigration Officers, other paramilitary
service, Arm forces, employers, corporate Organization, Entrepreneur, business
owners, investors etc taking into cognizance the role of staff education and
development plays in structured establishment with clearly defined objectives.
Organizations
looking to rewarding quality performance and to promote a productive work ethic
among their employee are said to be increasingly embrace staff training and
development to serve as potential tools for the management to decide on the
further adjustments of their human Resources Management system as well as
implementation of New Systems for attainment of set goals from a practical
perspective, result like performance, either yielded by certain business
division like Human Resource Management or by organization like Nigeria
Immigration reflects an organizational capabilities in implementing competitive
strategies and tools and aligning its resources and goals.
Above all,
this study is based on Nigeria Immigration Services, Lagos State Command which
constitute an article in the existing way of materials pertaining to training
and development, as future reference to other researchers while serving as
measure of secondary data collection which contribute to the pool of knowledge
in training research.
1.6
DELIMITATION OF THE STUDY
The study of
this research work was basically restricted to finding from the officers of
Nigeria Immigration Services, Lagos State Command.
1.7
LIMITATION OF THE STUDY
One of the
major problems confronting the researcher was the issue of the large population
sample that should be a representative of the officers of Nigeria Immigration
Services, Lagos State Command as some of them are serving at different control
posts and outstation.
The job of
distributing the questionnaire was enormous as movement has to be made to
different stations/outstations. Above all the samples (respondents) expressed
non-challenge responding to questionnaire administered to them.
1.8
DEFINITION OF TERMS
The
following terms were defined as used in the research.
Staff: This
indicates workers at Nigeria Immigration Service, Lagos State Command
Job: This
indicates assigned responsibilities to a person.
Performance:
This means achievable index at the pace of doing job.
Training:
This activity is both focused upon, and evaluated against, the job that an
individual currently holds.
Education:
This activity focuses upon the jobs that an individual may potentially hold in
the future, and is evaluated against those jobs.
Development:
This activity focuses upon the activities that the organization employing the
individual, or that the individual is part of, may partake in the future and is
almost impossible to evaluate.
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