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| Employee Training and Organizational Performance: A Case Study of African College of Commerce and Technology in Kabale District, South Western Uganda:
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Friday Christopher, Ntirandekura Moses, Mbisi Enosh Muhindo, Tumwijukye Ruth Komunda
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Abstract:
The study was to investigate Employee training and Organizational performance at African College of Commerce and Technology in Kabale district. The study was guided by the objectives which were; to establish the employee training programmes and to establish the levels of organizational performance. The study adopted a case study design which incorporated both qualitative and quantitative design approaches. The study used a population of 80 who were staff and clients. The researcher used a sample of 40 respondents because it was affordable by the researcher during data collection. Interview guides, documentary review and questionnaires were used in data collection. Frequency counts of the responses were obtained to generate descriptive information about the respondents that had participated in the study to generate trend of findings. This involved the use of descriptive statistics such as frequencies and percentages. Findings indicated that a number of programmes that were employed during training were presented in the table above. These were important in understanding the different training trainees receive. From table 4.5, 4 (10%) of the respondents strongly agreed, 6 (15%) agreed while 30 (75%) disagreed that there is mentoring. Furthermore, 26 (65%) of the respondents strongly agreed while 14 (35%) agreed that, there is job rotation as another training programme that was used to train employees. As noted in the table 4.5, 32 (80%) of the respondents strongly agreed while 8 (20%) agreed with orientation training as a method of training that was used to train staff. Special assignment was also strongly agreed by 5 (12.5%) followed by 8 (20%) agreed while 27 (67.5%) disagreed as another method of training used. This implies that special assignment is not commonly used to train employees. In table 4.5, 10 (25%) of the respondents strongly agreed, 13 (32.5%) agreed with lectures and conferences as another programme for training employees while 17 (42.5%) disagreed. As noted in the table, 8 (20%) strongly agreed, 13 (32.5%) agreed while 19 (47.5%) disagreed with demonstrations and examples as other methods of training. Results also indicated that 9 (22.5%) of the respondents strongly agreed, 13 (32.5%) of the respondents agreed, 13 (32.5%) disagreed while 5 (12.5%) of the respondents strongly disagreed that there was operating efficiency and effectiveness. From the findings there was to some extent improved operating efficiency and effectiveness. The organization should improve on its training programmes to enhance the performance of staff so that they can contribute to efficiency and effectiveness of organsational performance. The goals of the organization were being achieved and there was high growth rate was strongly agreed by 10 (25%) of the respondents, 15 (37.5%) agreed 11 (27.5%) disagreed while 4 (10%) strongly disagreed. The findings indicated that the bank was to some extent achieving goals and high growth rate was being realized. Retention of customers and workers was strongly agreed by 9 (22.5%) of the respondents, 14 (35.0%) of the respondents agreed, 14 (35.0%) while 3 (7.5%) strongly disagreed. Training programmes are vital issues of career progression of every employee in an institution. In order to provide quality services to the clientele, staff needs to commit themselves to continuous learning and for that matter training is necessary. Therefore, it is important for the organization to engage their staffs in the training activities on regular basis to enable them acquire knowledge and skills that will enhance staff performance. From the study, it was established that training is used to fill identified gaps in competence and so it helps to improve the competency of the beneficiary and so his or her performance on the job is improved. It was also concluded that training is an important factor that motivates and inspires workers and makes them value their jobs and perform better for increased productivity. Training generates performance improvement related to benefits for the staff and influences staff performance through the development of staff knowledge, skills, ability, competencies and behavior. The study recommends that the organization should provide training programs to the workers to improve their skills as well as their capabilities and the employees should also be more committed to the training and give off their best after the training. Therefore, identification of training needs should be done more professionally and the modalities for selection made known to staff. It is also very important to evaluate training in order to assess its effectiveness in producing the learning outcomes specified when the training intervention is planned, and to indicate where improvements or changes are required to make the training even more effective. All staff members must participate in both on-the-job as well as off-the-job training to enhance their knowledge for improved performance.
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