CHAPTER ONE
INTRODUCTION

1.1 BACKGROUND OF THE STUDY
Education and development has come to be viewed as indispensable if the goal of the organization are to be realized and the need dispositions of the employees are to be met. According to studies from management consultants the largest single factor driving job satisfaction is the opportunity for growth and career development (Bathrust, 2007).

The process of staff development/education include professional growth, in-service education, continuing education, recurrent education, on the job staff training, human resources development, staff improvement, renewal, talent management and other combinations of these terms.

It is literally impossible for any individual to learn or enter into a profession and remain in it for long time with his or her skills basically unchanged. This is more so on a complex and constantly changing organization like the Nigeria immigration service that must adapt to changing society demands and instructional methodology thus no matter how excellent the pre-service preparation and how well qualified Immigration staff are at the time of employment, efforts are made by the service to develop, train and educate personal professionally on a regular and continuous basis: the service need well qualifies officers and men to provide quality performance and experiences for services delivery and achievement of a set goals.

Education is the process of transmitting societal lives, values and desirable attitudes from one generation to another for the employee. Staff education seeks to socialize employees so as to equip them with the desired mode of behaviour that is in conformity with the way of life of the society in which they live. Work education has been identified as an import determinant of economic growth.

According to Fafunwa sees education as “the aggregate of all the processes through which human develops abilities, attitudes and other forms of behaviour which are of positive value to society”. Staff education aims at developing full potentialities of every employee’s while at the same time taking into consideration the needs and welfare of the country develop social and individual efficiency so that the individual can become more effective in the society and for self fulfillment or self-realization. Staff development in the other hand is defined as the process of providing opportunities for employees to improve their knowledge, skills and performance in line with the goals and values of the organization and in relation to the interests and needs of the employee. The definition above submits that the growth of employee development must be linked to the school district’s strategic plan and to the short and long range workforce assets, which is a concept that requires an ability to anticipate gaps in the knowledge and skills to the work force and how the changing organizational system’s demographics, economic status and present employee inventory will impact the accomplishment of a stated goals and objectives. In this sense, staff development places an emphasis on organization learning and is provided at the identified time of need either by the organization or by an employee group, or by the individual worker. It emphasis the premise that, organizations will progress to the extent that people grow and develop. In an organization like Nigeria Immigration Service, there should be favourable long terms goals achievement through effective staff training and development geared through reactive program. The human resources planning process must project and predict as accurately as possible the human skills and talents necessary to meet system needs in the immediate and long range future. The Immigration service’s armed with this information along with important ongoing recommendations from building-level personnel; staff development joins other personnel processes to build the human resources necessary to keep the service alive and vital.

Staff education and development activities become cooperative endeavors that account for personal interest as well as for local building and organizational programs needs. In Nigeria Immigration Service as an organization needs well qualified/trained or educated personnel who will act as a “Mirror” to the society because they act as the First Security Personnel to be met at the ‘entry’ position of this country. Nigeria Immigration “Acts” 1963. The Nigeria Immigration Service, as an organization is saddled with the role responsibility of manning of Nigeria Border Post, control and monitoring of Immigration and emigration of persons into and from Nigeria Procurement, Issuance, Reissuance and control of all travel documents, execution of deportation and repatriation orders on undesirable foreigners among others duties has its own organizational structure with its chain of command. Nigeria Immigration Manual 1963.

The quality staff education and development in NIS, depends greatly on the performance of the staff (workers) who are satisfied with their job and therefore stay at their stations, work and enhance higher productivity in the organization. Nigeria Immigration Service Lagos State is faced with a great challenge in this respect, with low standard of education, low job satisfaction and low motivation which do not only reduce performance of the service but also constitute a serious push factor for migration of staff both from Nigeria to other countries for high salary/wages paid.

The aim of management is to meet personnel and organization goals which require strengthening staff self-efficacy by offering training and supervision ensuring the availability of essential means, materials and support as well motivation and encouragement in terms of foreign mission training and other development training which boosts the staff morale to stay in the service.

1.2 STATEMENT OF THE PROBLEM
Staff education and development is a two way process which is generally preferred to the training in professional field although definitions of the two terms often are quite similar in the literature. Harris (1989) speaks of staff development as having two kinds of training one which is in service training. Among the trends in human resources administration today is training staff and development to the motivation, deployment and alignment of people with the system to increase the system’s productivity.

The benefit of staff education and development can be summed up as; improves morals of employees development, helps the staff to get job security and job satisfaction while staff education standard/level places him or her in the higher hierarchy in the organization, the more satisfied the employee is, the greater is his morale, the more he/she will contribute to organizational success and the lesser the employee absenteeism and turnover.

A well trained employee will be well acquainted with the job and will need less of supervision while the more trained an employee is the less are the chances of committing accidents in the jobs and more proficient the employee becomes, employees acquired skills and efficiency during training. Well trained employee are eligible for promotion and shows both quality and quantity performances. In Nigeria Immigration Services, Lagos State Command, because of well trained employee there is no wastage of money, time and resources if staff are properly trained. In an organization like Immigration, there is an established chain of training done by the service which has to be followed by officers and men of the services which is made compulsory done whether an officer is prepare or not.

Obviously, the researcher was poised to think on the negative, hence had to be subjected to undertake this study so the problem of this study was to what extent does Nigeria Immigration Services, Lagos State Command adhere to staff development/education, is it associated with any benefits?

1.3 OBJECTIVE OF THE STUDY
This study is intended to fulfill the following objectives.
1. To know the extent of Nigeria Immigration Services, Lagos State Command consideration of staff education/development.
2. To determine the effect of staff education and development on staff performance.
3. To determine how the managerial skills is develop through training and education.

1.4 RESEARCH QUESTIONS
1. What are the major staff development, training and their effectiveness in enhancing job performance?
2. To what extent does staff of Nigeria Immigration Services, Lagos State consider education and development?

1.5 SIGNIFICANCE OF THE STUDY
This study is the very important and effective to Immigration Officers, other paramilitary service, Arm forces, employers, corporate Organization, Entrepreneur, business owners, investors etc taking into cognizance the role of staff education and development plays in structured establishment with clearly defined objectives.

Organizations looking to rewarding quality performance and to promote a productive work ethic among their employee are said to be increasingly embrace staff training and development to serve as potential tools for the management to decide on the further adjustments of their human Resources Management system as well as implementation of New Systems for attainment of set goals from a practical perspective, result like performance, either yielded by certain business division like Human Resource Management or by organization like Nigeria Immigration reflects an organizational capabilities in implementing competitive strategies and tools and aligning its resources and goals.

Above all, this study is based on Nigeria Immigration Services, Lagos State Command which constitute an article in the existing way of materials pertaining to training and development, as future reference to other researchers while serving as measure of secondary data collection which contribute to the pool of knowledge in training research.

1.6 DELIMITATION OF THE STUDY
The study of this research work was basically restricted to finding from the officers of Nigeria Immigration Services, Lagos State Command.

1.7 LIMITATION OF THE STUDY
One of the major problems confronting the researcher was the issue of the large population sample that should be a representative of the officers of Nigeria Immigration Services, Lagos State Command as some of them are serving at different control posts and outstation.

The job of distributing the questionnaire was enormous as movement has to be made to different stations/outstations. Above all the samples (respondents) expressed non-challenge responding to questionnaire administered to them.

1.8 DEFINITION OF TERMS
The following terms were defined as used in the research.
Staff: This indicates workers at Nigeria Immigration Service, Lagos State Command
Job: This indicates assigned responsibilities to a person.
Performance: This means achievable index at the pace of doing job.
Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.
Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.
Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future and is almost impossible to evaluate.