TRAINING AND SUCCESSION PLANNING AS DETERMINANTS OF STAFF JOB PERFORMANCE IN PUBLIC POLYTECHNICS IN BENUE STATE, NIGERIA
Keywords:
Human resource capacity building strategies, training, succession planning, staff job performanceAbstract
This study investigated training and succession planning as determinants of staff job performance in public polytechnics in Benue State, Nigeria. Two research questions guided the study, while two hypotheses were formulated and tested. Correlational research design was adopted for the study. The instruments that were used for data collection were questionnaires titled “Human Resource Capacity Building Strategies Questionnaire (HRCBSQ)” and Staff Job Performance Questionnaire (SJPQ). The questionnaires were structured on a four-point rating scale with response modes of Strongly Agree (SA) = 4, Agree (A) = 3, Disagree (D) = 2 and Strongly Disagree (SD) = 1. The questionnaires were validated by three experts from Faculty of Education, Rev. Fr. Moses Orshio Adasu University, Makurdi. Trial testing was carried out on30 staff in Plateau State Polytechnic Jos, Nigeria. The reliability test was conducted using Cronbach Alpha reliability and the result yielded a reliability coefficient of 0.86for HRCBSQ and 0.92 for SJPQ. Data collected were analyzed using Pearson Product Moment Correlation (PPMC) to answer the two research questions and test hypotheses at 0.05 level of significance. The findings of the study showed that there is a significant positive relationship between human resources capacity building strategies such as training and succession planning in public polytechnics in Benue State, Nigeria. The study concludes that effective human resource capacity building strategies enhance staff job performance. Therefore, the study recommended among others that the management of public polytechnics in Benue State, Nigeria should institutionalize continuous professional development programmes by organizing regular workshops, seminars, conferences and mentoring sessions for both academic and non-academic staff. Governing Councils of public polytechnics should design and implement structured succession planning frameworks that identify and mentor potential leaders within the system.
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