The quality of Human Resource is an asset to any organization and as a result Training has become an issue that has to be faced by every organization. The amount, and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. This study, therefore, sought to determine the impact of Training and Development on public sector organizations using Ghana Ports and Harbors Authority (GPHA) as a case study. 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. The study assessed the training and development process of GPHA and whether training has improved employee performance. A questionnaire was designed using structured questions to collect primary data from employees of GPHA. Personal interviews were held with some management staff of the organization. The results indicated that GPHA’s employees were not well informed about training and development programmes in the organization. Most of the employees were of the view that training and development were effective tools for both personal and organizational success. The findings revealed that training practices, methods and activities at GPHA are not in line with the best practices regarding the planned and systematic nature of the training process as is generally known. 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.
Table of Contents
1.0 Introduction
1.1 Background of the Study
1.2 Statement of the problem
1.3 Main Objectives
1.4 Specific Objectives
1.5 Research Questions:
1.6 Significance of the study
1.7 Scope of the study
1.8 Limitation
1.9 Organization of the study
2.0 Introduction
3.0 Introduction
3.1 Research Design
3.2 Target Population
3.3 Sampling Size and Sampling Procedure
3.4 Source of Data Collection
3.5 Research Instrument
3.6 Research Instruments and its Administration
3.7 Analysis of Data
4.0 Introduction
4.1. Biographic Characteristics of Respondents
4.1.1 Training and Development Projections for Employees
4.2 Participation in Training
4.3 Selection for Training
4.4 Objectives of Training
4.5 Types of Training
4.6 Methods of Training
4.7 Training Evaluation
4.8 Sponsorship for Further Studies
4.9 Career Progression Projections for Employees
4.10 Assessment of the Nature of Training at GPHA
4.11 Effects of Training and Development on Worker Performance and Productivity
4.11.1 Motivation through Training
4.12 Training and Employee Performance
4.13 Organisational Profile
4.14 Summery discussion of the main results findings
5.0 General Summary
5.1 Summary of Findings
5.2 Conclusions
5.3 Recommendations
Research Objectives and Themes
The primary objective of this research is to evaluate the impact of training and development programs on employee performance and productivity within the public sector of Ghana, specifically focusing on the Takoradi branch of the Ghana Ports and Harbours Authority (GPHA). The study investigates whether existing training practices are aligned with systematic development needs and how these influence organizational effectiveness.
- Analysis of the relationship between training and employee performance.
- Assessment of current training policies and methodologies at GPHA.
- Identification of barriers to effective staff training and career progression.
- Evaluation of the motivational impact of training on the workforce.
- Comparison of institutional training practices against established HR management standards.
Extract from the Book
1.1 Background of the Study
In the fast pace changing world of business and environmental uncertainty, organizations realize its limitation of dealing with new challenges and should therefore invest in training programs to make their employees competent enough to face uncertainties and take effective decision in time and also remain competitive in the market (Tai, 2006). Effective training is beneficial for the firm in variety of ways, such as, it plays a vital role in building and maintaining capabilities, both on individual and organizational level, and thus participates in the process of organizational change (Valle et al. 2000). Moreover, it enhances the retention capacity of talented workforce, hence decreasing the unintentional job rotation of the workers (Shaw et al. 1998). Furthermore, it indicates the firm’s long-term commitment towards its workers and increases the employee’s motivational level (Pfeffer, 1994). All these contributions lead to achieving competitive advantage (Youndt et al.1996) and to an enhancement in employee performance and organizational productivity (Bart el, al. 1994).
Training both physically, socially, intellectually and mentally are very essential in facilitating not only the level of productivity but also the development of personnel in any organization. Therefore, training can be put in a contact relevant to public sector administrators. However, knowledge is the ability, the skill, the understanding, the information, which every individual requires in order to be able to function effectively and perform efficiently (Mamoria, 1995)
Chapter Summaries
1.0 Introduction: This chapter introduces the study's purpose, background, problem statement, research objectives, and scope regarding training at GPHA.
2.0 Introduction: Provides a comprehensive literature review on concepts of human resource development, training evaluation, and the impact of training on organizational performance.
3.0 Introduction: Details the research methodology, including the cross-sectional survey design, sampling techniques, data collection instruments, and analysis methods used.
4.0 Introduction: Presents the analysis of findings from the empirical data, covering employee demographics, training practices, and their effects on worker performance at GPHA.
5.0 General Summary: Concludes the research by synthesizing the findings and offering recommendations for improving GPHA's training and career development frameworks.
Keywords
Training and Development, Employee Performance, Public Sector, Ghana Ports and Harbours Authority, Human Resource Management, Capacity Building, Organizational Productivity, Skill Acquisition, Career Progression, Training Evaluation, Systematic Training, Employee Motivation, Workplace Efficiency.
Frequently Asked Questions
What is the core focus of this research study?
The research examines the effectiveness of training and development programs and their subsequent impact on employee performance and organizational productivity within the public sector, specifically the Takoradi branch of the GPHA.
What are the primary themes explored?
The work explores training policy formulation, the systematic nature of training delivery, employee awareness of training objectives, and the correlation between training participation and actual job performance.
What is the overarching research goal?
The goal is to determine if GPHA’s training practices contribute meaningfully to staff competency and if these programs are planned and implemented in alignment with organizational goals.
Which scientific methodology is employed?
The study utilizes a cross-sectional survey design, incorporating both qualitative data from management interviews and quantitative data collected via structured questionnaires from 80 employees.
What topics are discussed in the main body?
The main body covers the theoretical background of training, an analysis of the GPHA's training processes, the demographics of the surveyed staff, and the empirical findings regarding employee satisfaction and perceived training impact.
What define this research in terms of keywords?
The key themes are training and development, employee performance, GPHA, human resource management, capacity building, and organizational productivity.
How does the study view the role of GPHA in current market competition?
The research suggests that for GPHA to remain competitive in the maritime industry, it must modernize its training and development programs to match its sophisticated technological infrastructure.
What specific organizational deficiency is identified?
A significant finding is that while GPHA has a formal training policy, it is often not practiced; training is perceived by the majority of employees as unplanned, unsystematic, and disconnected from their career progression.
- Arbeit zitieren
- Dr. David Ackah (Autor:in), Makafui R. Agboyi (Autor:in), 2014, The Effects of Training and Development on Employee Performance in the Public Sector of Ghana, München, GRIN Verlag, https://www.hausarbeiten.de/document/284725
