Impact Of Staff Training And Development On Effective Library Management In Public Universities In Nigeria

Project and Seminar Material for Library and Information Science

Impact Of Staff Training And Development On Effective Library Management In Public Universities In Nigeria


Abstract


This study was carried out to examine the impact of staff training and development on effective library management in public universities in Nigeria using universities of Nigeria, Nsukka as a case study. The study was specifically carried out to ascertain whether adequate staff training and development programme exist in public universities in Nigeria, determine whether staff training and development has a positive impact on effective library management in public universities in Nigeria, find out the types of staff training and development programmes that exist in public universities in Nigeria, and find out the factors militating against effective staff training and development programme for effective library management in public universities in Nigeria. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of librarians in universities of Nigeria, Nsukka. In determining the sample size, the researcher conveniently selected 57 respondents and 50 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables, and mean scores. While the hypotheses were tested using Chi-square statistical tool. The result of the findings reveals that adequate staff training and development programme does not exist in public universities in Nigeria. The study also revealed that the factors militating against effective staff training and development programme for effective library management in public universities in Nigeria includes: poor funding, lack of management policy to guide training and development programmes librarians, inadequate training facilities, poor staff relationship with management, and poor management attitude and less dedication to staff training and development. Therefore, it is recommended that give training and development of library staff as a priority to adapt to the changes taking place in the field of librarianship and to get the best out of them. The training strategy that is most effective in organizations and is recommended in the literature, especially in developed countries, is on-the-job training. To mention but a few.


Table of Content


  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms
  • 1.10 Organisations of the Study

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One


Introduction

1.1 Background of the Study

The management of people at work should include their training and development. One of the many ways of overcoming deficiencies in employees’ performance at work is by training and development. Most shortfalls of staff, as they relate to job or task performance, can be refreshed through training. Training is the effort initiated by an organization to foster learning among its workers, while development is the effort that is oriented more towards broadening an individual’s skills for future responsibility. Continued advances in technology are having a profound effect on the workforce, especially in Nigerian university libraries. This compels library staff to continually upgrade and update their technical skills/ job skills as skills become obsolete over a period of time. Employees have to be well-equipped with skills, knowledge, ability, and competence to be able to deliver effectively. According to Engeton (2017), “a manager will not be successful if he has subordinates who are not well equipped with skills, knowledge, ability and competence”. This view is strengthened by Peacock (2012) who noted that “never before in our history has there been a more compelling argument for training, retraining and continuing education” and advised that “it is time to continue the education process that makes employees so valuable in the rapidly changing workplace”. Peacock gave reasons why retraining should occur. These are: “the need to keep pace with new technology, company reorganization or relocation, job obsolescence, and the desire for more challenging work, more money, or advancement”.

Training is the process of change used to develop specific skills, usually for a job. It is also a planned process to modify attitude, knowledge, skill, or behaviour through a learning experience to achieve effective performance in an activity or range of activities. The purpose of training in the work environment is to develop the abilities of workers/staff and to satisfy the current and future needs of the organization (Bloisi, 2007). According to Bloisi (2007), “the role of training is to enable employees to master the necessary knowledge, skills and behaviors that will enable them to improve their performance on the job” (2018). Library functions have been affected by technology, meaning that all librarians across the spectrum need continuous training in order to keep up with the ever-changing technological innovations (Long and Applegate 2008, as cited in Edge 2011). This is particularly true in the case of those librarians who have been in the profession long enough to attain status as senior managers and in the case of librarians whose education was prior to the widespread use of technology in librarianship. Edge (2011) identified various types of continuing education that librarians can and do pursue. They include such formal options as credit or non-credit courses, professional association conferences, professional association workshops, and teleconferencing or videoconferencing, as well as more informal methods such as following e-mail discussion lists, reading professional literature, and simply having discussions with colleagues. Both informal and formal methods should ideally be used together in helping librarians remain up to date with technology.


1.2 Statement of the Problem

Advances in Information and Communication Technology (ICT) has led to the emergence of electronic resources such as library management systems, digitization software, databases, etc. All these have brought about some profound changes in services delivery and operations of libraries, especially in Nigerian university libraries. These changes can have an influence on the way library management train their staff. The researcher has observed over the years as head of a library that librarians are facing challenging issues such as inadequacy of competent staff to perform library tasks such as: use of e-resources including automation and digitization software, access to world library catalogues, databases, online cataloguing and classification, and the ability to provide quality and efficient service delivery to the university community. This problem may be due to inappropriate employment of training strategies. If the problem is not addressed, it will deprive the Nigerian university libraries of having capable staff to perform their jobs efficiently, especially in utilizing the vast resources available on the internet that facilitate quick and efficient service delivery to their users. In spite of the fact that there are measures to address these problems, especially in the area of training, i.e. the training workshops organized by the Nigerian Library Association, the Librarian Registration Council of Nigeria, and the huge sum of money spent on training staff by the Tertiary University Fund, the problem still persists. This is very evident in the way libraries are still struggling with the application of technology in their work, more especially automation and digitization of their services. Further, Solarin, et al. in Egunjobi, et al. (2018) stated that 75% of libraries in Nigerian universities are still not fully automated, and 20% are not automated at all. The objective of this research is to assess the training and development strategies in federal university libraries in Nigeria. The following null hypothesis was tested: There is no significant difference among the federal universities in Nigeria in their training and development strategies employed in their libraries.


1.3 Objectives of the Study

The main aim of the study is to examine the impact of staff training and development on effective library management in public universities in Nigeria. Other aims of this study are:

  1. Ascertain whether adequate staff training and development programme exist in public universities in Nigeria.
  2. Determine whether staff training and development has a positive impact on effective library management in public universities in Nigeria.
  3. Find out the types of staff training and development programmes that exist in public universities in Nigeria.
  4. Find out the factors militating against effective staff training and development programme for effective library management in public universities in Nigeria

1.4. Research Questions

  1. Does adequate staff training and development programme exist in public universities in Nigeria.
  2. Does staff training and development has a positive impact on effective library management in public universities in Nigeria.
  3. What are the types of staff training and development programmes that exist in public universities in Nigeria.
  4. What are the factors militating against effective staff training and development programme for effective library management in public universities in Nigeria?

1.5 Research Hypotheses

  • Ho: Staff training and development has a negative impact on effective library management in public universities in Nigeria.
  • Ha: Staff training and development has a positive impact on effective library management in public universities in Nigeria.

1.6 Significance of the Study

This study is meant to inform and educate the board of directors of Nigerian tertiary institutions, government and policy makers on how the importance of staff training on library development.

It is meant to recommend staff training to those institutions that are not practicing it, most especially when it comes to library development.

This study seeks to inform the government that when allocating funds to institutions, special funds should be allocated to train and maintain the libraries staff and libraries respectively. However, this study is relevant to policy makers as they could include staff training as being compulsory for all universities members of staff.

This study will be of immense benefit to other researchers who intend to know more on this topic and can also be used by non-researchers to build more on their work. This study contributes to knowledge and could serve as a guide for other work or study.


1.7 Scope of the Study

The study generally focuses on the impact of staff training and development on effective library management in public universities in Nigeria. The respondents of this study will be obtained from librarians in universities of Nigeria, Nsukka.


1.8 Limitation of the Study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. However, the researcher were able to manage these just to ensure the success of this study.

Moreover, the case study method utilized in the study posed some challenges to the investigator including the possibility of biases and poor judgment of issues. However, the investigator relied on respect for the general principles of procedures, justice, fairness, objectivity in observation and recording, and weighing of evidence to overcome the challenges.


1.9 Definitions of Terms

Library:

Is a collection of sources of information and similar resources principally print and non-print professionally, made accessible to a defined community for reference, reading or borrowing. It provides physical or digital access to materials, and may be physical building or room, or a virtual space, or both.

Staff Training:

Refers to the process of developing the skills, awareness or expertise of staff, and this is important for both professional and non-professional employees.

Training:

Training of employees is a planned effort by a company to facilitate employees learning of job-related competencies including knowledge.

Development:

Development on the other hand is a formal education, job experiences, relationship and assessment of personality and ability that help employees to perform effectively in their current or future job


1.10 Organization of the Studies

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on the impact of staff training and development on effective library management in public universities in Nigeria using universities of Nigeria, Nsukka as a case study. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was to examine the impact of staff training and development on effective library management in public universities in Nigeria using universities of Nigeria, Nsukka as a case study. The study was specifically carried out to ascertain whether adequate staff training and development programme exist in public universities in Nigeria, determine whether staff training and development has a positive impact on effective library management in public universities in Nigeria, find out the types of staff training and development programmes that exist in public universities in Nigeria, and find out the factors militating against effective staff training and development programme for effective library management in public universities in Nigeria.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were validated from the enrolled participants where all respondent were librarians in universities of Nigeria, Nsukka.


5.3 Conclusions

Based on the findings of this study, the researcher concluded that;

  1. Adequate staff training and development programme does not exist in public universities in Nigeria.
  2. Staff training and development has a positive impact on effective library management in public universities in Nigeria.
  3. The types of staff training and development programmes that exist in public universities in Nigeria includes: on-the-job training, seminars, workshops, and orientation
  4. The factors militating against effective staff training and development programme for effective library management in public universities in Nigeria includes: poor funding, lack of management policy to guide training and development programmes librarians, inadequate training facilities, poor staff relationship with management, and poor management attitude and less dedication to staff training and development.

5.4 Recommendations

Based on the findings of the study, the following recommendations are proffered.

  1. In view of the finding, it is recommended to give training and development of library staff a priority to adapt to the changes taking place in the field of librarianship and to get the best out of them. The training strategy that is most effective in organizations and is recommended in the literature, especially in developed countries, is on-the-job training.
  2. Government and/or government agencies should allocate sufficient funds to support staff training and development programmes in academic libraries.
  3. Library professional bodies, for instance, National Library Association and Librarians’ Registration Council of Nigeria should continuously encourage librarians to attend seminars, workshops, conferences, training programmes on current developments and technologies in the field of library.
  4. Library management should, from time to time organize in-house training and study visit amongst librarians on the current development and technologies in the field of library. This will help librarians update their knowledge for professional competence.
  5. Librarians should endeavor to enroll in continuing professional programmes to improve their knowledge, skills, abilities, and competences in the profession and remain open to new theories, techniques and approaches.

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