CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Staff training must be based on a need analysis that compares current performance and behavior to needed performance and conduct. Staff training is one of the most important ways organizations invest in their employees for a higher return today and in the future.

The efficient and effective performance of the personnel that makes up the organization is the foundation of organizational efficiency (Ahmed, 2020). The richness of the workforce's knowledge, skills, and capacities, in turn, depends on the workforce's efficient and successful performance. In most businesses, in-service training is a constant act/exercise. The inexorable march of time, combined with the never-ending glitter of societal change, makes flexibility and ongoing workforce preparation as necessary as initial knowledge and skills training (Max, 2020). This cannot occur if personnel are not trained in a business. Every executive, manager, or supervisor in a public or private company has the obligation, and indeed the legal duty, to ensure the growth of their personnel who have the necessary knowledge and competence in order to optimize the organization's production and efficiency.

Training is similar to honing an existing skill in order to reflect technological trends and other social–cultural environmental changes in an organization. Productivity is the objective of today's competitive corporate environment, and training may help you get there. The goal is for them to be able to contribute fully to the organization's welfare, health, and progress (Onah 1993). The primary goal of training and development in a service company is to promote staff efficiency, which leads to a rise in corporate productivity. This explains why a business expects a huge amount of funds and time at one time or in the order in the improvement of the abilities of their personnel at various levels.

According to Akpan (1982:128), the primary goal of training is to provide individuals with the information needed to qualify them for a certain job of work or to enhance their skills and efficiency in the position they now occupy. As a result, staff training enhances their effectiveness and efficiency.

Teachers, like other professions, may be required to continue their education after they have earned their credentials, a process called as ongoing professional development. As a result, the study aims to investigate the influence of in-service training on teacher performance in secondary schools in Nigeria, with a focus on selected secondary schools in Keffi, Nasarawa State.

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