The Effect of Training on Employee Performance

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Employee performance 34

4.9 Correlation analysis 36

4.10 Multiple Regression 37

4.11 Regression Coefficient 42

4.12 hypothesis testing 42

Chapter Five: Conclusion and Recommendation 44

5.1 Introduction 44

5.2 Summary of Finding of the study 44

5.3 Conclusions 44

5.4 Recommendation 44

5.4 Suggestion on future research 44

6. Reference 49

List of table

Table 4.1 Demographic Characteristics of the respondent 22

Table 4.2 Pre-test Reliably of items 23

Table 4.3 Post-test reliably of items 24

Table 4.4 Training 26

Table 4.5 Attitude towards work could affect the quality of service offered to their clients 27

Table 4.6 Knowledge and skills have solely improved performance 27

Table 4.7 Much times taken to adapt to the workplace changes 28

Table 4.8 The management’s role in helping employees understand the new changes 28

Table 4.9 I am now more inspired to meet my goals at work due to staff trainings at ACSI 29

Table 4.10 Career growth & personal development cause job satisfaction 30

Table 4.11 Promotion has a direct influence on job satisfaction 30

Table 4.12 A clear scope of the job improves performance 31

Table 4.13 Solving customer’s complaint promptly 31

Table 4.14 I now find my work more interesting and passionate after being trained by ACSI 32

Table 4.16 serivce delivery………….……………………………………………………………………………….…..35

Table 4.16 Employee perfromance………….……………………….………………………………………………..35

Table 4.18 Model Summaryb 37

Table 4.19 Descriptive Statistics 38

Table 4.20 cofficentsa 42

List of figures

Figure: 1 39

Figure: 2 40

Figure: 3 41

List of Appendix

Appendix 1 46

Appendix 2 47

Acknowledgements

I would like to express my sincere gratitude to my advisor, Techan Tefera, for his continuous support, guidance and thorough corrections in doing this study. I would also like to acknowledge ACSI West Gojam Zone branch employees’ for their cooperation in filling the questionnaires. My appreciation and special thanks to all whose giving moral support and suggestions were so valuable to my study.

Melese Angaw

CHAPTER ONE: INTRODUCTION

1. Background of the Study

Employee training should be done to upgrade the staff knowledge and skills constantly to enable him/ her remain competitive and productive in the organization. For any organization to achieve a competitive advantage, each staff in every department must perform excellently. Training can be sold as key influences to improving the performance of individuals (Potts, 1998). The aim of training is to enable employees to match the organization’s future needs at expert and management levels so as to achieve the organization’s objectives.

Training is defined as a set of activities which react to present needs and is focused on the instructor (Reynolds, 2004). According to Armstrong (2006), training is the use of systematic and planned instruction activities to promote learning. It involves the use of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily. Training is also much needed in MFIs because a large number of the staff requires different skills which have to be developed quickly to meet the demands and such cannot be acquired through experience.

As we are in the competitive world, change remains continuing idealized. In order to survive and prosper, organizations in the private and the public sectors will need to respond in a timely and flexible way to social, technological, economic and political change (Roger &Jim, 2009). This means ability to cope with the external and internal requirements will decide the organization’s survival and growth. This implies that existing and new staff will need to acquire new knowledge, skills, attitudes and perspectives on a continual basis (Roger &Jim, 2009). Performance is a major multidimensional construct aimed to achieve results and has a strong link to the strategic goals of an organization Mwita (2000).

Mwita (2000) explains that performance is the key element to achieve the goals of the organization so to performance increases the effectiveness and efficiency of the organization which is helpful for the achievement of the organizational goals. But the question arises that how an employee can work more effectively and efficiently to increase the growth and the productivity of an organization. Nickols (2003), and Fort and Voltero (2004), identify factors that are closely related and affect provider‘s performance in the workplace. Training and development has a significant role in the development of employee’s performance. It is an attempt to improve their