The effect of training and development on employee performance
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This study investigated the effect of training and development in Mukonje Cooperative credit Union in Kumba. It adopted a descriptive design. A total of 30 respondents were adopted for the study using simple random sample techniques. A questionnaire was used to collect primary data. Data collection was analysed using descriptive statistics. Hypothesis was tested using mere percentages. It found out that over 75% of company’s training can be as a result of the parameters of training captured in this studies. It was recommended that the company should strive to improve on its training plans and employee’s performance. As revealed by the study, this will lead to an increase in company’s performance.
In this chapter, we will be looking at. The background of the study, problem statement or statement of the program, research question, objectives of the study ( main and specific objective ), hypothesis, justification of the study, significant of the study, scope of the study and lastly, definitions of terms.
Improved organizational productivity, efficiency and effectiveness, are major organizational objectives any organization must pursue for survived in today’s highly competitive corporate environment. This, however, depends mostly on the qualities of employees who must transform available inputs into needed outputs in order to achieve stated objectives of the organization. To do this, operational employees must possess the necessary skills, Knowledge, abilities and competencies. The need to have well qualified, flexible and proactive employees who will help organizations to meet their ever growing challenges of competitiveness, technological advancement, market globalization and improved productivity has made manpower training and development a very vital human resources practice which no manager can ignore in the present scenario of our business world. Today, manpower training and development are at the heart of employee utilization, commitment, improved productivity, motivation and growth, and very essential for improved organizational productivity. Training involves the use of formal and informal processes to impart knowledge and help people acquire the skills necessary for them to perform their jobs satisfactorily, while development prepares employees for other positions in the organization and increases their ability to move into jobs that may not yet exist. Development therefore is about preparing for change in the form of new jobs, new responsibilities, or new requirements. Therefore, training and development is a necessary effort of a company to improve quality and to meet the challenges of global competition and social change. Providing training and development is one of the many roles of human resource management. This central role has been recognized by many research studies.
Training is an important part of human resource management (HRM) function on the effective use of human resources. Today, most employers admit the value of training as a major influence on success of the organization (Shaheen, Naqvi, & Khan, 2013). Despite growing documented evidences on the importance of employee training and development to organizations, there are some observable lapses in the case of Mukonje cooperative credit union whereby despite the fact that the cooperative employ limited employees they make many mistakes while performing their tasks. These mistakes can affect the quality of services offered to customers and consequently the image of the organization. Managers also were ignorant and misinformed on the need and importance of training and development of manpower in their cooperative. The success or failure of any business depends on the quality of its human capital and, while it is widely recognized that training and development play important role, there are still many concerns as to which kinds of training, development and skills acquisition bring economic success. More importantly such training and development have to be immediate, quantifiable and applicable to the job nature of these organizations. Training and staff development should assist individual performance to impact positively on organizational productivity both in the short term and in the future. Performance is associated with quantity of output, quality of output, timeless of output, presence or attendance on the completed and effectiveness of work completion. Otherwise, where manpower resources development of an organization is not given the appropriate attention, the implication could be poor organizational performance.This is emphatic in that, the inability of organizations to attain their goals was as a result of some poor manpower development policies. Consequently, it becomes necessary to determine how organizational performance can be influenced through manpower training and development. Given the above, it becomes necessary to determine the relationship between training, development, employee performance and productivity development over time characterized by inadequate training, together with lack of promotions service.
This research will seek answer the following questions:
What are the most used methods of training and development that have effect on employee’s performance and productivities in the Mukonje cooperative credit union?
How does training design influence employee’s performance in the Mukonje cooperative credit union?
What is the relationship between training & development and employee’s performance and productivities in the Mukonje cooperative credit union?
The main objective of this study is to assess training and development as a tool to enhance employee’s performance in the Mukonje cooperative credit union.
In order to attain the main objective, this research will examine the following specific objectives:
Determine the effect of employees training on the performance of Mukonje corporative.
To determine the need of employees training in Mukonje corporative.
To recommend a well train process that can be used to improve the training and development at Mukonje cooperative credit union.
Ho: Training and development does not have a significant effect on organizational productivity.
H1: Training and development has a significant effect on organizational productivity.