Studies show that the cost of replacing employees increases with the level of the employee. GPHA is one such organization that has been practicing training and development since its beginning and particularly for the past ten 10 years. This chapter deals with the review of relevant literature on the research problems and concepts with specific reference to how it applies to Ghana Port and Harbor Authority.
To be able to achieve this, the following specific objective has been identified 1. However, Campbell suggested evaluation can provide a sense of satisfaction and accomplishment to the personnel associated with a course or program. Finally, it is to aid management of GPHA to introduce modern schemes for training and development, to be able to meet the challenges of change in the future.
According to them, the purpose of training in the work situation is to develop the abilities of the individual and to satisfy the current and future of the organization.
Training can also enhance morale on the job and loyalty to the company. Most organizations have long recognized the importance of training to its development. Most of the researches on the relationship between training activities and their benefits for society have been conducted by economists; the focal dependent variable is national economic performance.
If the trainees do not learn anything then of what benefit will they be for the organization. The research was intended to determine the role and impact of training on employees with emphasis on the lower, middle level staff and the administrators of GPHA, who were randomly selected.
Usually, before training or development programmes are organized efforts are being made through individuals and organizational appraisals to identify the training needs. Many of the jobs being replaced by machines have been of an unskilled and semi-skilled nature, and this emphasizes the need for higher education and skills for those wishing to gain employment in the future.
It was recommended among other things, that the processes involved in training be duly followed, GPHA should help its staff identify their career paths and to guide them in the pursuit of higher education. A formal training program is an effort by the employer to provide opportunities for the employee to acquire job-related skills, attitudes and knowledge, McGhee et al Replacement costs consist of attracting applicants, entrance interviews, testing, travel and moving expenses, pre-employment administrative expenses, medical exams and supplying employment information.
Personal interviews were held with some management staff of the organization. However, the need for organizations to embark on staff development programme for employees has become obvious. Employees who expressed the desire to pursue university education were not given any form of assistance like study leave with pay.
Training can be done internally by current employees, or by hiring an external company or consultant. Results of the research by Aragon-Sanchez et al. Expectations and Needs Training plays a key role in employee commitment, too.
Barber found that training led to greater innovation and tacit skills. It has further become necessary in view of advancement in modern world to invest in training. The training program must meet the expectations and needs of the employees, though. It brings incumbents to that level of performance which needs the performance for the job; enhance the implementation of new policies and regulations; prepares people for achievement, improves man-power development and ensures the survival and growth of the enterprise.
Oribabor submitted that training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth, also Isyaku postulated that the process of training and development is a continuous one.
Since training generally is intended to provide learning experiences that will help people perform more effectively in their jobs, organizational training should follow the learning principle. Thus, the role played by staff training and development can no longer be over-emphasized.
It is worthy of mention that organization development follows the development of individual who form the organization. Absence of these programmes often manifest tripartite problems of incompetence, inefficiency and ineffectiveness Arnoff, Chapter one outlines the background, problem statement, main and specific objectives of the study.
This should reduce duplication of effort in the workplace, the time spent correcting mistakes and the problem solving necessary to correct bad performances.
The focus of training is the job or task for example, the need to have efficiency and safety in the operation of particular machines or equipment, or the need for an effective sales force to mention but a few.
A questionnaire was designed using structured questions to collect primary data from employees of GPHA.
Training is not coaxing or persuading people to do what is wanted but rather a process of creating organizational conditions that will cause personnel to strive for better performance. Training may not only affect declarative or procedural knowledge but also may enhance strategic knowledge which is defined as knowing when to apply a specific knowledge or skill Kozlowski et al.employee development through training and development programs, and its effect on employee performance and on the basis of the review of the current evidence of such a relationship, offers suggestions for the top management in.
Training and development is defined as the planned learning experiences that teach employees how to perform current and future jobs.
At its core is the improvement in the performance of individuals participating in training. Training and development plays vital role in stimulating employee performance with r = whereas probability is The Regression analysis of Training and Develoment as dependent variable specifies that training and development significantly contributes in employee performance enhancement with of beta, R2 =∆R2 = and P.
The study focuses on the impact of training and development on employee performance at ESCON.
Training and development is a critical process, which seeks to improve the. The Effects of Training and Development on Employee Performance in the Public Sector of Ghana - A Study of the Takoradi Branch of Ghana Ports and Habours Authority (GPHA) - Dr.
David Ackah Makafui R. Agboyi - Research Paper (postgraduate) - Business economics - Personnel and Organisation - Publish your bachelor's or master's thesis, dissertation, term paper or essay. The study proposes to understand the impact of training and development on employee performance with special reference to Infosys Technologies Limited.
To evaluate the effectiveness of training and development on employee productivity. To study of there is a relationship between employee performance and training and development in Infosys.Download