The Effects of Training on Employees’ Performance in Public Institutions: A Case of Arusha Municipality, Tanzania
- October 27, 2020
- Posted by: RSIS Team
- Categories: Business Administration, IJRIAS
International Journal of Research and Innovation in Applied Science (IJRIAS) | Volume V, Issue IX, September 2020 | ISSN 2454–6186
Rebeca Peniel Nassary
Faculty of Business, University of Arusha, Tanzania
Abstract: This study examined the effect of employees training on employee’s performance in Arusha Municipality. A sample of 80 respondents was selected through purposive, probability and simple random sampling procedures, 80 respondents filled the questionnaire which was validated through expert in public sector. Reliability test yielded the Cronbach’s Alpha of above 0.7 meaning the questionnaire was reliable for data collection. Data was analyzed through descriptive and inferential statistics to determine the effects of employees training on job performance. The study observed that training have strong effect on employees’ performance. This was indicated by the fact that respondents regarded positively with strength the relationship of training and job performance. Training strategies was another investigation in this study. Short courses training and seminars were more preferred to respondents than forum and workshops for building capability of the trainees. The study recommended that public institutions should increase financial resources allocations to employees’ short course training and seminars to adequately equip workers with high capability. From time to time, the Arusha Municipality should be reviewing its human resources development plans to cater for the new demands of the customers of an institutions’ plans so that whenever it send employees for training should aim at filling the identified gaps or fixing an observed development opportunity. The Arusha Municipality should constantly make assessment and ensure its performance stability prevails with the required skills of employees.
Keywords: employees’ performance, training strategies, career development, motivation, job satisfaction, workers engagement, public institutions
I. INTRODUCTION
The nature and extent of employees ‘productivity and performance has been the major concern and focus of attention in much of the literature on human resources management. The institutions’ survival, competitive advantages, and performance in the world depends on the ability of workforce (Kazim, et al, 2017). Training has become one of the crucial strategies to improve performance of workforce. Improved capabilities, knowledge and skills of the talented workforce has proven to be a major source of capacity building to human resources for organization productivity and competitive advantage in a global market, (Martin, 2015). To develop the desired knowledge, skills and abilities of the employees, to perform well on the job, requires
