Types of Training Programs Provided to Employees at Chreso University
Author
Chipo Chembo, Dr. Lee Caleb Mahlangu, Dr. Elizabeth Zyambo, Dr Kadeyo Mutale Kuyela, Sututu Imasiku
Abstract
The study identified the types of training programmes provided to employees at Chreso University. The study was guided by Human Capital Theory and adopted a deductive research approach and a quantitative research design. The target population consisted of permanent and contract employees who had participated in formal training programmes within the previous three years. The sample size was determined using Slovin’s formula, while simple random sampling was used to select respondents to ensure that eligible employees had an equal chance of participating in the study. Quantitative data were collected using structured questionnaires and analysed using appropriate descriptive and inferential statistical techniques. The study revealed that orientation and induction training was the most reported at 21 (26%), followed by leadership and management training at 17 (21%), occupational health and safety training at 14 (18%), ICT training at 10 (13%), job-specific training at 8 (10%), customer service and communication training at 6 (8%), and research and professional development at 4 (5%).
Keywords
Training, Employee performance, Chreso University, and Human capital theory.
DOI : https://doi.org/10.5281/zenodo.22271680
Full Text:
References
Afroz, N. N. (2018). Effects of training on employee performance: A study on banking sector, Tangail Bangladesh. Global Journal of Economics and Business, 4(1), 111–124. https://doi.org/10.12816/0048158
Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451–474. https://doi.org/10.1146/annurev.psych.60.110707.163505
Armstrong, M., & Taylor, S. (2023). Armstrong’s handbook of human resource management practice: A guide to the theory and practice of people management (16th ed.). Kogan Page. Google Books
Bart, C. K., Bontis, N., & Taggar, S. (2001). A model of the impact of mission statements on firm performance. Management Decision, 39(1), 19–35. https://doi.org/10.1108/EUM0000000005404
DeSario, J. P., Faerman, S. R., & Slack, J. D. (1994). Local government information and training needs in the 21st century. Quorum Books. Publication information
Engetou, E. (2017). The impact of training and development on organizational performance: Case study—National Financial Credit Bank Kumba [Thesis, Centria University of Applied Sciences]. Theseus. https://www.theseus.fi/handle/10024/133220
Garavan, T. N., Carbery, R., & Rock, A. (2012). Mapping talent development: Definition, scope and architecture. European Journal of Training and Development, 36(1), 5–24. https://doi.org/10.1108/03090591211192601
Godwin, L. S., Adeniran, P. O., & Jamogha, O. (2020). Influence of staff training and development on employee performance in selected university libraries in South-West, Nigeria. International Journal of Library and Information Science Studies, 6(3), 25–38. Journal article
Khan, R. A. G., Khan, F. A., & Khan, M. A. (2011). Impact of training and development on organizational performance. Global Journal of Management and Business Research, 11(7), 63–68. Full text
Klein, H. J., & Weaver, N. A. (2000). The effectiveness of an organizational-level orientation training program in the socialization of new hires. Personnel Psychology, 53(1), 47–66. https://doi.org/10.1111/j.1744-6570.2000.tb00193.x
Kolibáčová, G. (2014). The relationship between competency and performance. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 62(6), 1315–1327. https://doi.org/10.11118/actaun201462061315
Noe, R. A. (2020). Employee training and development (8th ed.). McGraw-Hill Education. WorldCat
Osabiya, B. J. (2015). The effect of employees’ motivation on organizational performance. Journal of Public Administration and Policy Research, 7(4), 62–75. https://doi.org/10.5897/JPAPR2014.0300
Pfeffer, J. (2018). Dying for a paycheck: How modern management harms employee health and company performance—and what we can do about it. HarperBusiness. Publisher/author information
Shaw, J. D., Gupta, N., & Delery, J. E. (2005). Alternative conceptualizations of the relationship between voluntary turnover and organizational performance. Academy of Management Journal, 48(1), 50–68. https://doi.org/10.5465/amj.2005.15993112
Siddiqui, A. (2018). Role of training and development methods in raising employee performance. Kaav International Journal of Economics, Commerce & Business Management, 5(1), 7–11.
Valle, R., Martín, F., Romero, P. M., & Dolan, S. L. (2000). Business strategy, work processes and human resource training: Are they congruent? Journal of Organizational Behavior, 21(3), 283–297. https://doi.org/10.1002/(SICI)1099-1379(200005)21:3%3C283::AID-JOB16%3E3.0.CO;2-C