CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Staff development programmes have been fully recognized as a dream inenhancing teachers‘ performance. It is therefore, to achieve teachers‘ performance and enhance credibility. Local Government Education Authority (LGEA) should emphasize the effective acquisition and utilization of human resources by investing in training or promotion on the jobs. The role of teachers in Primary school is multifaceted. They are always under great pressure to conduct research, teach, advise pupils, advise parents and serve on communities. Staff development has therefore, become the vehicle for meaningful change which play an integral part in developing the school philosophy, goals and expectation. It is through training and development programs which differ in breath in relation to the needs and resources of the school professionalism, productivity individual effectiveness and performance has been a contended issue in most countries due to poor work ethics.

This study rests on the human capital theory developed by Maicibi and Nkata (2005) which postulates that training involves both learning and teaching with improved employee job performance and productivity derived from short term and long term training. It argues that both knowledge and skill are a form of capital and that this capital is a production of deliberate investment acquisition of knowledge and skill is compared to acquiring the ―means of production‖ however, the concept of human capital implies a statement in people.