The Efect of Training and Development On Employes Performance
The Efect of Training and Development On Employes Performance
The Efect of Training and Development On Employes Performance
DEPARTMENT OF MANAGEMENT
PREPARED BY: ID
JUNE, 2020
GONDAR, ETHIOPIA
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Table of content............................................................................................................................................I
Abstract.........................................................................................................................................................I
CHAPTER ONE..........................................................................................................................................1
INTRODUCTION........................................................................................................................................1
1.4.2Specific objective..........................................................................................................................1
CHAPTER TWO.........................................................................................................................................1
LITERATUR REVIEW..............................................................................................................................1
2.4.1.1 Internship.................................................................................................................................1
2.4.1.2 APPRENTICESHIP................................................................................................................1
2. 4.1.3 SIMULATION........................................................................................................................1
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2.4.2 OFF-THE JOB TRAINING.......................................................................................................1
2.5.2 Coaching......................................................................................................................................1
2.5.3 Mentoring....................................................................................................................................1
RESEARCH METHODOLOGY...............................................................................................................1
appendex.....................................................................................................................................................16
II
ABSTRACT
The objective of this study is to identity and examines the effect of training and development on
employee’s performance in case of Abyssinia bank of Ethiopia in Gondar Maraki branch. As to the
sampling design census method will selected there are a total of 16 populations for this study of which 5
female employees and 11 male employees. The research will conduct by descriptive type of research and
all the necessary data gathered from primary and secondary source. The primary data gathered from
primary sources such as questionnaires and interview. Secondary data collected from book, internet and
from certain written materials about the topic. The researchers used descriptive data analysis with the
help of tables, and percentage. The major finding of the study will the bank used both on-the job and off-
the job training types from. Furthermore, the provision of training and development has a very high
effect on employee’s performance at the day to day work activities. It is better for the bank that usually
uses the programs which is one type of development techniques by providing education chance to
upgrade their status of education to higher educational level like master degree for the better use of
employee’s knowledge and skill that get in academy and making the bank more profitable and attractive
by customers.
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CHAPTER ONE
INTRODUCTION
The concepts of training refer to “a short term process utilizing a systematic and organized
procedure by which non managerial personnel learn technical knowledge and skill and It is a
learning experience that seeks a relatively permanent change in skill, knowledge, attitude
towards their work or their interaction with co-worker or their supervisor (Lvancevich, 1998)
Development represents the effort to improve employee’s ability to handle variety of assignment
and cultivate capabilities beyond those required by the current job and Development frequently
includes judgment and responsibility how to develop an action orientation or the ability to
worker under pressure must be addressed by organization (Tyson and York, 2009)
Generally training is a short term process utilizing a systematic and organized procedures where
by acquire skills or knowledge to aid the achievement of goals but development is a way of
repairing someone for new and greater challenges he/ she was encounter in other more
demanding (jobs. (Robert L 2009)
Training can be defined as planned effort to enable employees to learn job-related knowledge,
skills, and behavior (Aguinis and Kraiger, 2009). Garia (2009) also described training as an
educational process where staffs of organizations and learn new information as well as re-learn
and reinforce existing knowledge and skills. Dessler (2005) in turn also defined training as a
process that applies different methods to strengthen employees’ knowledge and skill needed to
perform their job effectively. Furthermore, Bramley and Kiston (1994) define training as planned
effort by organization to increase employee’s learning work related competence.
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1.2. Statement of the Problem
Training is a planned process to improve attitude, knowledge, skill or behavior through learning
experience to achieve effective performance in a given range of activities. Its goal is to enable
employees to master the knowledge, skill and behavior through training programs and to apply it
in their day to day activities. As we know many organizations invest a huge amount of capital for
training and development program but the two programs may not change the performance of
employees as we expect. This means unexpected result may occur due to different reason such as
lack of good trainer, time and finance, accepting unqualified trainees, using irrelevant or
outdated training method, unconditional environment and polices. (Robert L and Mathis, 1996).
Both developing and developed countries have suffered from the ineffectiveness of their training
programs. There is a significant body of literature which discusses the reason why training
programs in developing countries do not lead to the desired out comes. Many studies argue that
most the training and development programs in developing countries have failed to achieve their
expected results mainly due to them in ability to design attaining program that targets specific
objectives (Healy, 2001) cited in Ahmed Al –nuseirat.
According to Healy, 2001states that various training programs are offered in government
organizations in some developing countries but there are very in effective in the sense that they
were very theoretical and too broad and were not directed toward achieving any specific
objectives.
According to(Healy,2001) the training programs were not responsive to the needs employees as
their needs for weakness have not been identified and there was also no coordination among the
different stake holders with in this organization.
Like other business organization, the Abyssinia bank of Ethiopia has been doing a lot in training
and developing its worker performance. Thus, this study will be appraising the nature of training
and development granted by the Abyssinia bank of Ethiopia. More over this research will
examined the extent to which the training and development programs of the bank are effective
responsive to the needs and expectation of its staff and how this affects staff performance, by
doing this the study seeks to fill the information gap and to show if there is anything done by the
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bank to make adjustments on how and in what areas training could offered this study, there for
set out the role of training on the human resources. (Own observation)
What are the relation between training and development with employee’s performance?
To identify examine the relationship between training and development with employee
performance.
It is obvious that training and development practice are crucial for the organization success.
For the organization; It enables the bank to improve its methods of training and
development practice by seeing the conclusion and recommend from the analysis.
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For other researcher; the study will serve as guidelines for these who are interest to conduct
their study relates to the title.
For researcher; it will increase the researcher knowledge in the subject are more over it
serve as partial fulfillment of BA degree in management.
Conceptually; there researcher will focus on the effect on training and development
employee performance in Gondar Maraki branch.to training effect and guide the
development of employee performance.
Geographically; this study will focus on Gondar maraki branch bank found in northern
part region Addis Ababa which far from 727 k
The research will containing three chapters .the first chapter contains introduction part which
includes back ground of study ,statement of the problem ,objective of the study ,significance of
the study ,scope and the second chapter states review literature and chapter three deals with
methodology which research design target population, sample size, source data and data
collection data analysis and interpretation.
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CHPTER TWO
2. LITERATUR REVIEW
Training is short-term process utilizing systematic and organized procedure by which personnel
acquire technical knowledge and skill for definite purpose. (Robert Mathis, 2009)
Development on the other hand is the systematic processes of education, training and growing by
which a person learns and applies information knowledge skill, attitudes and perceptions (Shaw,
1996)
Development is said to include training to increase skill and Knowledge to do particular job and
education concerned with increasing general knowledge and understanding.
Development is a way of preparing someone for new and greater challenges he/ she will
encounter in other more demanding jobs. (IVANCEVICH, 1998)
In general, development is more future oriented and more concerned with education then become
the employee better performer.
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2.3 objective of training
The most important objectives of training are the task to done and employee abilities attitude and
skill needed to the job training too important for the organization.
Therefore, the need of training and development is obvious to the organizational goals by the
following reasons.
To orient new employees: when they are first third employee needs to gain them with the
work environment including necessary skills and techniques.
2.4.1.1 Internship
An internship is a form of on-the job training that usually combines job training with class room
instruction in trade schools, high schools, colleges or universities and provides benefit for both
employers and interns because interns get real world exposure and the employer who hire from
the campuses get cost effective selection (L. Byers and Rue, 1997)
2.4.1.2 Apprenticeship
A major part of training times is spent on the job productive work. This method is appropriate for
training in crafts, trade and technical areas especially when proficiency in the job is the result of
relatively long apprenticeship period like a printer, crafts etc. (L. Byers and Rue,1997)
2. 4.1.3 Simulation
It is an extension of vestibule training. The trainee works in closely duplicated real job
conditions.
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This is essential in cases in which actual on the job practice is expensive, might result in serious
injury, costly error or then destruction valuable material.
Theoretical training is given in the classroom, while practical work is conducted on the
production line. It is often used to train clerks, Machine operators, typists etc. (Lvancevich,
1998)
2.4.2.1 Lectures
There are formally organized talks by instructor on specific topics.
This method is useful when philosophy, concepts, attitudes theories and problem solving have to
discuss. It can be uses for every large group to be training in short time (W. Rue, 1997)
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2.4.2.3 Role playing
This method is also called ‘socio- drama or psycho- drama two or more trainees are assigned
roles in a given situation which is explained to the group. The limitation of these methods is
trainees may see it as a ‘game’ not transferable to the job (L. Byers and W. Rue, 1997)
Case study method of class room training in which the leaner analyses real or hypothetical’s
situations and suggests not only what to do but also how to do it (L. byres and W. Rue, 1997)
Job experience can give workers more flexibility to choose a career path.
In addition, it kept things fresh for employees and keep them energized
2.5.2 Coaching
Employee coaching consists of owing sometimes-spontaneous meeting between managers and
their employees to discuss the employees career goal’s enhances productivity and can spur a
managers own advancement (Ivan ceviche, 1998)
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2.5.3 Mentoring
Mentoring is a developmentally oriented relationship between senior and junior colleagues’ or
peers. Mentoring relationships, which can occur at all, levels and in all areas and organization
generally involve advising, role modeling, sharing contacts and giving general support?
Cost effective.
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2. The conference method (group discussions)
Definition: A speech by the instructors with a lot of participation (questions and comments) from
the listeners.
3. Role playing
Definition: -create realistic situation and having trainees assume parts of specific personalities in
the situation. Their action is based on the roles assigned to them.
4. Case study: -
Definition: - a written narrative description of areal situations issues or incident that a manager
faced in a particular organization
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Strengths; -case can be very interesting
Develop trainee’s ability to make proper decision in real like situation (transfer of
learning)
Often difficult to select the appropriate case for the specific training situation.
Requires high over of skills by both trainees and trainer as the discussion can become
boring
5. Simulation exercises
Definition: - same as management games except a computer issued SS to input information and
analyze the team decisions.
6. Vestibule training
Definition: - setting up a training area very similar to the work area in equipment, procedures and
environment but separated from the actual one so trainees can Bearn without affecting the
production schedule.
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7. Apprentice ship
o A failure to identify the specific needs learners and for learners to their own development
needs.
o Little acceptance be learners of the need to take responsibility for their own development.
o A failure to achieve high value via- transfer of the lining (Robert D.Maso, 1996]
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CHAPTER THREE
3. RESEARCH METHODOLOGY
There are several type of research design among those the research will be do based on
descriptive research design for full answering the research question. The study is use employee
two type approach, which are qualitative and quantitative approach in order to attain the
objective the study to use both primary and secondary Data.
The primary data will have gathered from primary source such as questionnaires, which includes
closed ended and open-ended questions and interview.
The secondary data are collect from books, internet, and from certain written material related to
study.
This researcher will conduct in Abyssinia bank of Ethiopia in Gondar maraki branch. The target
population of the study will 16 employees in organization from this total number of employees 5
is female and 11 are male employees.
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3.4 Sample Size
This research will collect to the data from first hand by using census method from all employees
of the organization and questionnaires will distributed to the total population which are 16
employees and there is no sampling because of the number of population is small.
After all necessary data of the study will collected the study have to be analyze the analysis of
will do based on descriptive type since it is very use full to describe the present status of area of
investigation. Accordingly, percentages will highly employee for its simplicity for understanding
for the analysis purpose and table’s pie charts are used as a means of descriptive analysis.
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Budget schedule table
1 Pen 5 10 50
2 Pencil 1 6 6
3 Ruler 1 20 20
6 Cover page 2 15 20
Contingency 61.58
(5% of total
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birr)
Total 61.58+1231.50=1293.0
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1 Title selection
2 Selection
of sampling
3 Data
collection for
proposal
4 Proposal
writing
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5 Submission of
first
Draft
6 Submission of
final draft
7 Presentation
of proposal
8 Writing the
Report
9 Submission
of the first
report draft
10 Submission
of the final
report draft
11 Presentation
of research
report
S
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REFERENCE
John M. Invancevich Human resource management 1998 8th edition by McGraw-Hill companies
Robert D. Maso, Douglas A. Lind, William G. Marshal statistical techniques in business and
Robert L. mathisHuman Resource Management 13th edition westerncaenage learning Inc., 2009
Shaw Tyson and Alfre York Human resource management 3rd edition by division of Red
education and professional Publishing Lt
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