Staff Development Policy Research Articles

Development and Validation of a Scale to Measure Quality Education in Oyo State Secondary School

The study developed a scale to measure the quality of education in Oyo State secondary schools. It also determined the scale’s factor structure, construct validity, and reliability. The population comprised all secondary school teachers in Oyo State, from which a sample of 630 teachers participated. Relevant items were generated from the literature and assembled after professional moderation. An instrument titled “Quality of Education Questionnaire” was used to elicit data from the teachers. Data collected were analyzed using Principal Component Analysis and other psychometric methods. The results revealed three factors: school facilities and management, students’/staff development and school policy, and students’ engagement. In all, 27 items were retained using Horn’s (1965) parallel analysis of the item reduction procedure. McDonald Omega and Cronbach Alpha coefficients for the final scale items were 0.78 and 0.79, respectively. The study demonstrated that the instrument possesses adequate psychometric properties that are appropriate and capable of measuring the quality of education in Oyo State secondary schools.

Interviews with Public Librarians on Their Experiences in Cases of Censorship

ABSTRACT This qualitative study consists of 7 semi-structured interviews with public librarians experiencing recent cases of censorship. The themes were determined based on frequency of appearance in the interviews and were used to identify the impact of and important elements in the censorship cases. The top themes identified were Administration/City Council/Elected Officials, Budget, Community, Individual, LGBTQ+ Books, Personally (to the librarians themselves), Displays of Pride Books, Staff, and Collection Development Policy Elements. The data from these interviews serves to inform research and build literature on censorship, but it also provides a foundation for practitioners facing censorship.

Human Resources Policies and Employees’ Attitude: A Study of Federal University of Petroleum Resources, Effurun, Delta State

This study examined the influence of human resources policies on employees’ attitudes using the Federal University of Petroleum Resources, Effurun, Delta State as a case study. The study used the survey research design and the instrument of data collection was the questionnaire which was administered to two hundred (200) academic and non-academic staff of the Federal University of Petroleum Resources. Data obtained in the survey were analyzed using linear regression technique. It was found that human resource recruitment and selection policy had a significant influence on employees’ attitudes (F-value = 3.246; P-value = 0.003). In addition, we found that human resource staff training and development policy had a significant effect on employees’ attitudes (F-value = 5.017; P-value = 0.026). The study recommends that the management of Nigerian public institutions of higher learning should sustain and improve on their recruitment and selection and staff training and development policies in order to enhance employees’ attitude to work. More so, there is a need for the management of Nigerian public institutions of higher learning to embrace diverse types of human resource policies that will improve employees’ attitudes to work.

Staff development policies cum funding as determinants of principal’s management efficiency in public secondary schools in Calabar zone of cross river state, Nigeria

The study aimed to examine Staff Development Policies cum Funding as determinants of Principals' Management Efficiency in public secondary schools in Calabar Zone of Cross River State, Nigeria. Two objectives, research questions, and hypotheses were formulated to guide the study and the study adopted the descriptive survey research design. The population of the study comprised all the five hundred and two (502) principals in public schools in Calabar education zone of Cross River State, Nigeria. To select the required respondents for the study, stratified random sampling techniques were used and the study utilize the Taro Yamane sample size determination to select a sample of 251 (10%) from the population as a sample. A researcher developed an instrument entitled "Staff Development Policies cum Funding and Principals Management Efficiency Questionnaire (SDPFPMEQ). The researcher developed an instrument that was validated by three (3) experts, one (1) in Measurement and Evaluation and two (2) in Educational Management. The reliability of the instrument was estimated with Cronbach Alpha reliability and the index ranges from .93 and .98, implying that the instrument was valid for data collection. The data were analysed with simple regression analysis and the findings revealed that; staff development policy, as well as the funding system, significantly predict Principals' Management Efficiency. It was recommended among others that adequate funds should be provided for the proper management of the departments.

Staff development policies cum funding as determinants of principal's management efficiency in public secondary schools in Calabar zone of cross river state, Nigeria

Staff development policies cum funding as determinants of principal's management efficiency in public secondary schools in Calabar zone of cross river state, Nigeria

A Comparison of Staff Development Policies and Practices and Teachers’ Job Performance in Nigerian and Pakistani Universities

A university’s ability to remain competitive in a knowledge-driven world depends on the development of its teaching staff. The government and the private sector have invested in staff development in Nigerian and Pakistani universities. This article compares their staff development policies and practices as well as teachers’ job performance. An expo-facto comparative research design was adopted. We found significant differences between universities’ staff development policies and practices as well as lecturers’ job performance in the two countries (F (3, 657) = 41.879, ρ =.000). The article recommends effective implementation of staff development policies (funding, selection, performance appraisal, and promotion) to enhance staff’s skills and competencies and improve Nigerian universities’ position in global rankings.
 Key words: Staff development, policies, practices, teachers, performance

Approaches for Sustainability of College-Based Departmentalized Continuous Professional Development Programme for the Academic Staff of Selected Volta Region Colleges of Education, Ghana

Sustaining any good venture is as important as the beginning of it if not more important. In the case of continuous professional development of the staff of academic institutions, the positive impact could only be felt if the practice is sustained for the gains to be harvested continually. This prompted the research into approaches for sustainability of college-based departmentalized continuous professional development of the academic staff of the colleges of education in the then Volta Region of Ghana in 2017. The study was qualitative with case study approach that used open-ended questionnaire in collecting data from 12 tutors and 4 vice principals from four selected colleges in the Region. Semi structured interview guide was adopted in gathering data from the four principals of the four colleges. Thematic analysis was done after manual coding of the data was carried out. The findings have: procedural approach such as Management adopting participatory approach indecision making on instituting and managing performance on CPD programmes; Motivational approach pointed to Management creating an environment of trust and shared commitment, setting high but achievable targets; design and delivery approach indicated neat, attention grabbing, and compelling models to be adopted; legal framework approach pointed to central staff development unit develop and monitor institutional staff development policies, staff developing Individual Professional Development Plan (IPDP), personnel signing performance contract on CPD agenda, CPD factored into promotion agenda; supervision, monitoring and evaluation approach captured frequent collaborative appraisal of staff / programme of the CPD. The study concluded that CPD programmes could only be sustained at the colleges of education in the region if multidimensional approach is adopted and therefore Management should provide collaborate and also provide annual budget allocation couple with certificating personnel who satisfy CPD mandates to makeat least 75% attendance at CPD in promotion of staff.

Effect of Staff Development Policy on Organizational Commitment of University Beneficiaries in Uganda

The study examined the effect of staff development policy on the organizational commitment of university beneficiaries in Uganda. The specific objectives were; (1) to determine the effect of financial training support on organizational commitment of university beneficiaries; (2) to analyze the relationship between promotion with compensation after training and organizational commitment of university beneficiaries; and (3) to examine the relationship between fund recovery from staff after training and organizational commitment of university beneficiaries. Results revealed that; (a) financial training support had a significant relationship with organizational commitment of university beneficiaries (r = .979**, p<0.0001); (b) promotion with compensation after training had a significant association with organizational commitment (r = .964**, p<0.0001); and (c) fund recovery procedure from staff after training had a significant relationship with organizational commitment (r = .977**, p<0.0001). Multiple regression results also revealed that among the three (3) variables studied, only two (2) variables have a significant and positive effect on organizational commitment of beneficiaries. These are; financial training support [β = .767, t = 5.470, p < 0.0001]; and fund recovery procedure [β = .568, t = 4.607 p<0.0001]. The other variable of compensation with promotion has a significant but negative effect on organizational commitment [β = -.349, t = -2.434, p<0.018) implying among others that while these two are significant aspects why staff go for training, in practice they negatively influence commitment because staff look for greener pastures elsewhere after training. It was therefore concluded that for universities to succeed in cultivating organizational commitment and performance, there is need to solicit for funds to enable staff development programmes to be sustainable and avoid undue stress on the beneficiaries. Keywords: staff development, organizational commitment, compensation, financial training support DOI: 10.7176/JEP/13-9-01 Publication date: March 31 st 2022

Organizational Factors and Gender Inequality in Ugandan Universities

This paper analyzed the contribution of organizational factors to gender inequality. The study analyzed whether there are policies that institutions have that specifically facilitate women advancement. The study analyzed Organizational policies including the staff development and reward management policies, working environment and recruitment and selection practices at the selected universities. Most of the participants believed that there were no such facilitating factors. Participants noted that they may not be documented but they consider girl child in sciences more than boys, because if they get a girl in sciences, they take them as treasures since most of them are not interested in sciences. It was important hence to find out whether any policies in the institution militate against advancement of women to managerial positions. However, most of the participants did not agree. For example, participant 03 explained that everyone struggles within the existing policies. This was reiterated by 05 when he noted that they are pro female not against them.

AN ANALYSIS OF CAREER DEVELOPMENT OF WOMEN CIVIL SERVANTS (PNS) IN MINISTRY OF FINANCE

In global there has been an increase in the number of women who work in the public sector including Indonesia. However, it did not have much effect on the number of women civil servant representation in high managerial or structural positions as part of career development in PNS Management. This condition is also faced by the Ministry of Finance, which have a high commitment to the implementation of pro-gender staff development policies. This study aims to find out how the career development of women civil servants in the Ministry of Finance through the post-positivism approach uses qualitative methods with literature studies and in-depth interviews with officials related to career development. Theories from Viki and Fiona regarding women's career development through individual and organizational aspects are used in conducting analyzes. The results showed that the career development of women civil servants in the Ministry of Finance had not been running optimally. The high number of male civil servants affects the low number of women civil servants who will occupy higher-level structural positions. Furthermore, it can be seen in the individual variables that there is still a lack of interest in female civil servants participating in education and training, and also not all female civil servants get female mentors who can become a role models because mentors are direct supervisors of employees. while the organizational variables indicate that there are still gender issues faced by female civil servants in the Ministry of Finance.

ЦЕНТР РОЗВИТКУ КОМПЕТЕНЦІЙ ТРУДОВОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВ ЗАЛІЗНИЧНОГО ТРАНСПОРТУ

In the article the modern educational technologies are considered, priorities of corporate training in railway transport enterprises are determined.It was determined that the introduction of the corporate training system at railway enterprises on the basis of the formation of a unified system of values, goals and objectives for employees of the railway transport enterprises, coordination of their efforts to achieve a common goal will increase the speed and quality of personnel training, ensure the involvement of employees in the process of self-development, to form the optimum mechanism of motivation, which will ensure high productivity and efficiency.Corporate training at PJSC Ukrzaliznytsya should be based on the principles: the context; accumulation of knowledge; systematic; adaptability of knowledge.The development of the labor potential of railway companies based on the corporate training of employees will be effective provided the organization of continuous training and professional trainingThe Center for the Development of Competences, which formation will allow the PJSC Ukrzaliznytsia and its enterprises to create a special environment and corporate culture for the faster development of labor potential, increase of its loyalty and commitment and adaptive model of development of personality and professional qualities of workers, transforming them into higher levels of management in a short time, with high quality and hiring cost, ensuring high employee involvement in the process of self-development.The main objective of the center is the scientific substantiation, analytical, organizational, technical and informational support for the development of rail transport enterprises, including labor potential.The Center proposes to form a structural subdivision of PJSC Ukrzaliznitsa, which interacts with the departments of reform and corporate development, staff development and personnel policy, corporate governance, and will work closely with higher and specialized educational institutions.The basic directions of activity of the center, stages of development of labor potential are defined, the organizational-functional structure of the center is developed.

Staff training and development programmes and work performance in the university libraries in Ghana

This paper investigated the relationship between staff development and job performance of the library staff of five selected universities in Ghana. The paper examined the effectiveness of staff training and development policies, programmes, methods, training needs analysis and the monitoring and evaluation methods of the university libraries in order to establish the effectiveness of staff development initiatives in library and information services. The study adopted survey design and mixed methods approach combining qualitative and quantitative approaches in a single study. Data was largely collected with a questionnaire, while interviews were used to collect data from head librarians and heads of departments. The observation instrument was also used to confirm some information provided by the respondents. The findings of the study established that there is a positive relationship between staff training and development and work performance of library staff in the selected university libraries in Ghana. The results also revealed that even though staff development contributes greatly to effective provision of library and information services, staff training alone did not contribute to staff effectiveness. Staff development must be complemented with other human resource management strategies such as reward, promotion, retooling, etc. The paper makes recommendations on how staff development can help improve upon library staff effectiveness.

What High School Administrators Need to Know About Secondary Transition Evidence-Based Practices and Predictors for Students With Disabilities

In response to legislative mandates that schools use evidence-based instructional practices, the National Secondary Transition Technical Assistance Center has identified evidence-based practices and predictors in the area of secondary transition for high school students with disabilities. This article provides an overview of practices and predictors, as well as providing examples of how school administrators can use the practices and predictors to help guide staff development and school policy.

The Effectiveness of the Additional Vocational Education and Staff Development for Industrial Enterprises

In the course of the Russian economy modernization, developing the effec- tive system of vocational training and further professional training appears to be the main condition for the dynamic competitive advantage of industrial enterprises. The paper inves- tigates the urgent issue of developing the system of additional vocational training and staff development with the reference to the ever-changing institutional logic controlling the em- ployee – employer relations. The paper presents the review of theoretic approaches to the system of additional vocational training, as well as the economic analysis and estimates of return on investment in different forms of vocational training. The methodological approach to the system efficiency estimation is given along with the factors determining the forma- tion and development of vocational training system. Based on the research findings, the recommendations integrating the staff development policy are given aimed at promoting the effectiveness of the employee – employer relations.

Staff Development and Training on Turnover Pattern and Retention in Academic Libraries of Ethiopian Universities

Staff Development and Training on Turnover Pattern and Retention in Academic Libraries of Ethiopian Universities Lawrence Abraham Gojeh, Ammanuel Ayde, Ayenew Fantahun Abstract This paper is on staff development and training on turnover pattern and retention in public and private academic libraries of Ethiopian Universities. Cross-sectional and document analysis research methods were employed. Sampling techniques was cluster, purposive and proportional; with particular reference to quota sampling in the case of the sample sizes of both concerned 7 universities as well as 315 participants. Data collections were through questionnaires and document analysis, while descriptive and inferential statistics were used. The results showed that staff development and training policy exist in the academic libraries of Ethiopian universities but do not differ significantly among the public and private academic libraries in the country. Participants agreed and strongly agreed that lack of career staff development and lack of staff training for library staff respectively could influence turnover pattern and retention of staff in the academic. But ANOVA test was statistically significant among the public and private Ethiopian universities at F = 2.771 and p = .019; with a Post-hoc Scheffes test mean difference of MD =1.899*, p = 0.041 less than the pvalue of 0.05. Full Text: PDF DOI: 10.15640/jlis.v3n1a1

School Principals’ Personal Constructs Regarding Technology: An Analysis Based on Decision-making Grid Technique

AbstractThis study aims to determine the similarities and differences between existing school principals' personal constructs of principal in terms of technology by means of the decision-making grid technique. The study has a phenomenological design, and the study group consists of 17 principals who have been serving at the same school since the last three years. Data were obtained using a structured interview technique arid one of the grid techniques, i.e., the decision making technique. Content analysis, grid similarity analysis, and principal components analysis were used for data analysis. Results showed that there are differences in terms of the perception of fear and suspicion ι n ideal and non-ideal principal's qualities and attitudes toward technology in Turkey.KeywordsDecision-making Grid Technique, Personal Construct, School Principal, Technology Leadership.The school principal has the greatest authority in the management of the school, but the legal power and authority that he/she possesses is not solely sufficient for the management and success of the school (Sisman, 2004). Studies on the roles and responsibilities of principals show a longing for an adventure from management to leadership (Early & Weindling, 2004; Topping, 2004). In the literature, there are various studies on different leadership behaviors of principals (Bass, 1997; Bass & Steidlmeier, 1999; Harris, 2004; Kouzes & Posner, 2003; Turan & Bektas, 2011), and technology leadership has been an area of focus in recent years (Akbaba-Altun & Gurer, 2008; Anderson & Dexter, 2005; Flanagan & Jacobsen, 2003; Hacifazhoglu, Karadeniz & Dalgic, 2010; Owen & Demb, 2004; Persaud, 2006; Sincar, 2013).It is hard to make a clear distinction between technology leadership and management. However, the difference between these concepts result from the management s approach to building a future with stakeholders regarding technological maintenance and coordination, while leadership aims to build a future with stakeholders by way of adapting to changes. In general terms, technology leadership can be defined as the process of coordination for efficient and effective use of technology and adaptation to changes in an organization (Weng & Tang, 2014). In terms of the education system, technology leadership is the process of facilitating and supporting the effective use of educational technology in integrating all organizational decisions and policies at school with learning and teaching process (Schiller, 2003). We can talk about eight aspects of technology leadership, namely, (i) setting up a budget, (ii) getting regional support for technology, (Hi) receiving donations, (iv) creating a technology plan, (v) making time for the use of technology, (vi) use of e-mails, (vii) staff development policy, and (viii) setting up a council for technology (Anderson & Dexter, 2005).With the integration of technology into every branch of the education system, principals are expected to take a leading role in the use and application of technology (Afshari, Bakar, Luan, Samah, & Fooi, 2009; Hacifazlioglu, Karadeniz & Dalgic, 2011; Razik & Swanson, 2010). In parallel with this expectation, for technological leaders, there is an emphasis on understanding change and the process of change, planning, ethics, teaching and learning, security, curriculum, staff improvement, infrastructure, as well as staff support and leadership (Bailey, 1995). As the expectation from schools to create more effective and efficient learning communities grows, it is becoming more important for principals to understand their role of leadership in using and applying technology (Afshari et ah, 2009; Saban, 2007; Sisman-Eren, 2010).In parallel with this importance, it is underlined that students, teachers and particularly principals need to become adept in the efficient use of technology (Persaud, 2006, p. …

Effect of Brain Drain (Human Capital Flight) of Librarians on Service Delivery in Some Selected Nigerian Universities

This study seeks to describe and analyze the challenges occasioned by brain drain or human capital flight of librarians on service delivery in Nigerian Universities. The research adopted a descriptive survey design. A purposive sampling technique was used to select two geopolitical zones (South-South and South-West) from the six geopolitical zones of Nigeria. Total enumeration was used because the population under study was considered appropriate for the research. The instrument used for data collection was questionnaire. Sixty copies of the instrument were distributed to 60 librarians in the two selected geopolitical zones. Copies of all the questionnaires were completed, retrieved, and found usable, thus giving a response rate of 100%. Survey results indicated that 315 librarians emigrated to foreign lands for various reasons, including unstable academic calendar and prospects for further training among others. This loss of personnel in the university libraries has a negative impact on service delivery as qualified information professionals and Information and Communication Technology (ICT) experts are limited to mentor the younger professionals. Shift duties in academic libraries are also scaled down for lack of manpower. Based on the findings, the researchers recommend that the Federal Government of Nigeria should, as a matter of urgency, robustly fund tertiary education to enhance productivity. As they do this, the National Universities Commission (NUC) is to empower academic libraries by ensuring that the staff development policy is strictly adhered to. This will translate into self-enhancement for staff, positive job attitude, and retention of professionals in the system.

Coalition Formation Based Staffing Strategy Development

In this paper, we propose game theoretical models for developing staffing strategies, i.e., strategies which support managers’ decision making on hiring, head hunting, staff reassignment, and implementation of staff development policy in enterprises. Our staffing models are hedonic coalition formation games with newly proposed stability concepts calledinvitation based stabilities, in which players’ activities of changing their coalitions are motivated based on invitation from other coalitions. These stabilities capture behaviors of managers, employees, and contractors depending on the balance of power in business situations. We analyze the existence of stable coalition structures under invitation based stabilities, and provide several sufficient conditions with natural interpretations as staffing strategies.

Managing staff training and development

Managing staff training and development is a key part of a practice manager’s human resources (HR) role. This article explains the reasons why it is important to develop and train staff and describes an approach to the task, which ensures that training needs are prioritized, met and evaluated in line with the practice’s staff development policy and overall business strategy. Frameworks for producing a staff development policy and conducting a training needs review are outlined along with the various methods that are available for delivering training. Finally, the article discusses ways in which training that is undertaken can be evaluated in order to inform future planning and budget setting.

The Dearth of Technology Leadership Coverage

This study focused on understanding the extent to which technology leadership is discussed, framed, and given voice in the fields of educational leadership and educational administration. To do this, we collected data and conducted content analyses on conference programs from three leading professional organizations in the field and on a selection of professional journals spanning 1997 to 2009. We found 2.12% of American Educational Research Association presentations had a technology leadership focus, compared to 2.94% for the University Council for Educational Administration and 7.40% for the National Council of Professors of Educational Administration. After determining the 25 most often-cited journals in the field, we found that 43 articles in these journals had a focus on technology leadership, most often centering on technology integration, staff development, and technology policy. Suggestions for moving forward are included.