Effects of training on employee commitment, retention and performance (original) (raw)
Related papers
2016
The principal purpose of this study was to analyze the effects of training on employee commitment, retention and performance in a Local Municipality situated in Mpumalanga Province, South Africa. Based on convenience sampling method, a total of one hundred and thirty employees were selected and participated in the study. A questionnaire structured in a likert scale format was employed to gather data on training, employee commitment, retention and performance. Data was analysed using SPSS statistical package. The Cronbach’s alpha of 0.813 and the Keiser-Meyer-Olkin of 0.865 were obtained from the data analysed. The findings derived from multiple regression analysis using the ordinary least squares regression technique confirmed that; training has a significant effect on employee commitment, retention and performance enhancement within the local municipality examined.
TRAINING STRATEGIES AS AN ANTECEDENT FOR EMPLOYEE COMMITMENT IN KENYAN SETTING.
Employee training is intended to provide an opportunity for advancement and may be perceived as the organization values their employees and their sense of self-worth, therefore will result to building a stronger affective commitment. Thus also resulting to a function of close psychological attachment to the organization and its goals, (McElroy, 2001). The purpose of this study was to analyse the effects of employee training and development strategies on employee commitment. The research hypotheses for the study were; Ho1 training opportunities have no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling. Data was analyzed using Multiple regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, training (? = 0.134, p<0.05) indicated that there was a significant positive correlation between employee training opportunities and employee commitment.This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital.
TheRelationship between Training and Employee Performance: The case of Mutare City Council, Zimbabwe
The Success of failure of an organization depends on the quality of its human resources and training being an integral part of the strategy to integrate human resources management with an organizations business strategy, coming at the age where employees are beginning to realize that employers have the potential to be much more dynamic and beneficial to the organization. Hence, this study was aimed to determine the relationship between training and employee performance in Mutare City Council, Zimbabwe. Correlational research design was used in this study, with an attempt describe and measure the degree of association between performance and training. A total of one hundred and thirty two (132) respondents International Journal of Human Resource Studies 62 (91 males and 41 females) were selected from the employees (population), purposive sampling technique and structured questionnaire were used in data collection. Data was analyzed using quantitative techniques, including inferential statistics. It was established that there was strong positive relationship between training and performance of employees. It was recommended that all stakeholders, be involved in one way or the other in training to enhance employee knowledge, skills, ability, competencies and behaviour.
Effect of Training on Employee Commitment in Hormuud Telecom Mogadishu Somalia
Journal of Law and Sustainable Development
Purpose: Nowadays in the competitive world, It's far crucial to take into account that employees are the inspiration of any agency irrespective of how big or small the business enterprise is employees are the actual determinants of how a success or inept a commercial enterprise might be as a end result having a personnel that is properly taught, when the staff is well trained they will become committed in t he organization. Regular Training may be adaptable if businesses require a high level of flexibility continues training inspires employees to achieve the HR function's strategic goals by aligning personal interests with company goals. The purpose of this study is to assess the effect of training on employee commitment in Mogadishu, Somalia. Design/Methodology/Approach: To achieve the objectives of this study data was collected through close ended questionnaire and interview from a sample of 71 staff and managers of the Homuud telecom mogadishu somalia, and the design w...
Effect Of Training On Employee Performance With Competence And Commitment As Intervening
APTISI Transactions on Management (ATM), 2021
The higher the level of competition in the steel manufacturing sectors, it is necessary for the company's efforts to survive by carrying out internal strategies in the form of improving employee performance. Training is found to be one of the factors that can affect employee performance. The purpose of this study is to examine the effect of training on employee performance with competence and commitment as intervening variables. The novelty in this research is that no previous research has been found that discusses the effect of training on employee performance with the competence and commitment as intervening employees of the Chemical Recovery Plant (CRP) Coke Oven factory at a steel industry company in in Cilegon. The population in this study were employees of Dinas CRP coke oven factory at a steel industry company in Cilegon. From a total population of 63 people with the characteristics of being organic employees and having gone through two years of service, the number of sam...
Problems and Perspectives in Management
There is a growing concern about the lack of skilled municipal employees who can deliver essential services to under-resourced local communities in South Africa. However, coaching and mentoring appear underutilized to train municipal employees to improve service delivery to local communities. The study aims to investigate whether coaching and mentoring could capacitate municipal employees whose performance appraisal reveals a lack of skills to provide essential services. A cross-sectional research design was adopted to conduct a survey. The target population comprised 265 municipal employees, and a stratified random sample of 115 employees completed a questionnaire. The employees held positions of general managers, general assistants, and administrators, with varied years of experience. Cronbach’s Alpha indicated an overall high 0.8 questionnaire reliability score. Using a quantitative method, responses from municipal employees were collected to examine their perceptions of the infl...
Training of employees is an integral component in the work of Human Resource Managers. The dynamics of the ever changing working environment call for Human resource managers to invest in the development of employees so as to ensure that they perform better to achieve organizational objectives and empower them to make the best use of their natural abilities. The Government of Kenya has given prominence to training as a major vehicle to help in the attainment of the provisions of Vision 2030. As such it spends 500 million Kenya Shillings to train Public Sector employees. The purpose of this study was to assess the effects of training on performance in the public sector. It specifically sought to find out the effects of orientation training, refresher training, skills development and career development training on performance. This study explored literature relevant to the specific objectives and provides a critical review of the same. The research design was a case study of Government Training Institute, Mombasa. A case study was preferred as it provided the opportunity for an in-depth analysis of the entity under study. The research targeted all 104 employees. Stratified random sampling was used. 50% of respondents were drawn from each category of employees namely Management, Lecturers and Support Services. Questionnaires, personal interviews and document analysis were used as instruments of data collection. Data was analyzed quantitatively and presented using tables, graphs and bar charts. Qualitative data was presented using narratives. During the entire exercise the researcher exercised a high degree of responsibility, respect, honesty and confidentiality. This study established that new employees were inducted into the organization even though the provided guidelines in the Civil Service Induction Handbook 2006 were not expressly adhered to. It also revealed that employees were provided with opportunities for refresher training even though such opportunities were not as regular as most employees expected. The research also established that employees of the institute were accorded chances to undertake skills development training programmes although this was not based on any Training needs assessment. Finally the study found that employees were sponsored for career development training programmes although such initiatives were hampered by inadequate allocation of funds. It is concluded that all this training initiatives positively improve employee performance. iv The study recommended that: new employees should be properly inducted into the organization in line with the provision of the Civil servants Induction Handbook, regular opportunities be availed to employees for refresher courses, a training needs assessment be undertaken to ensure that employees pursue relevant courses and additional sources of funding be explored to ensure more employees pursue career development training program
2017
The aim of this study is to examine employees perception of training provided by Saudi Industrial Development Fund (SIDF) and its relationship with organizational commitment. To achieve this aim, the study utilized a questionnaire consists of two validated, well established, international instruments: the first one is the perceived availability of training developed by Newman et al., (2011) and includes 22-item inventory that measures an individual on the training, the second instrument called commitment scale developed by Allen and Meyer, (1996) and includes 18-item inventory to identify a person’s commitment. This questionnaire has been distributed to a simple random sample consist of (200) employees of Saudi Industrial Development Fund. A total of (175) complete questionnaires has been received back at a response rate of (87%). After analyzing data and testing hypotheses, the main results of this study are: • There is a positive relationship between five training-related variable...
Megatrend revija, 2014
There has been a turn around and the take up of training as one of the key factors in improving company competitiveness. Evidence derived from research showed that there is now a broad agreement amongst commentators that skills training improve employees' commitment to the organisation. Training from a company's perspective adds to human capital and also a means of securing workplace commitment. The theoretical proposition therefore is that training will get employees more committed to the organisation. organisational commitment when combined with job related behavioural commitment will lead to organisational performance. In order to achieve a high level of performance, organisations now require highly motivated and committed workers. This paper explored the relationship between training and employees' commitment to the organisation. The organisation on which the research was conducted is a Discount House in Lagos, South West Nigeria. The total of 150 completely filled questionnaires was utilised in this study. A regression analysis was conducted on the data collected. The study revealed that the training increases employee's commitment to the organisation.