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An Evaluation Of The Impact Of Training And Development Policy On Staff Productivity In The Public Service
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DEVELOPMENT DEFINED
Development involves preparing employees for higher responsibilities in future. Development
according to Ezeuwa (2009) can be seen as the use of human resources to quantitatively change man’s physical
and biological environments to his benefits or ever seen as involving the introduction of new ideas into the social
structure and causing alterations on the patterns of the organization and social structure. To develop staff,
(Daniels, 2003) simply refers to make them grow with the company so that they can be fitted for available higher
positions within their capacity. Development deals with improving human relations and interpersonal (Iwuoha,2009).
Orientation/Induction Training
This is given immediately after employment to introduce the new extension staff members to their position.
This is mainly concerned with acquainting new employees with the organization. This training is aimed at
getting all new entrants familiarize with the organization’s goals, structure, culture, work standard and other
conditions of employment
Foundation Training
This is appropriate for newly recruited personnel; every staff member needs some professional knowledge about
various rules and regulations of the government, financial transaction, administrative capability, communication
skills, report writing, leadership ability, etc
Job Instruction Training
Job instruction training is received directly on the job, and so it is often called “on-the job†training. It is used
primarily to teach workers how to do their current jobs. A trainer, supervisor, or co-worker serves as the
instructor. When it is properly planned and executed, this method includes each of the learning principles
(Demetra et al, 2008).
Career Development Training
Career development is the ongoing acquisition or refinement of skills and knowledge, including job mastery
and professional development, coupled with career planning activities. Job mastery skills are those that are
necessary to successfully perform one’s job. Professional development skills are the skills and knowledge that
go beyond the scope of the employee’s job description, although they may indirectly improve job performance
Maintenance/ Refresher Training
This keeps specialists, administrators, accountants, supervisors and frontline workers updated and enables them
add to the knowledge and skills they have already.
Management Development
The management and leadership development process is flexible and continuous, linking an individual’s
development to the goals of the job and the organization. Management development programs on campus give
you the opportunity to develop a broad base of skills and knowledge that can be applied to many jobs on
campus. D&T’s management development curriculum is changing. The overarching goal is a comprehensive
curriculum for managers and supervisors to develop the necessary core competencies to become excellent
leaders.
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