Effects of Training and Development on Individual Job Performance and Organizational Effectiveness: The Case of Addis Ababa Water and Sewerage Authority
Presenter's country
Ethiopia
Start Date
28-5-2016 12:00 PM
End Date
28-5-2016 1:05 PM
Location
Hall I
Submission type
Presentation
Abstract
Training and development helps to improve the performance of employees on present jobs and prepares them for taking up new assignments in the future. The main objective of the study is to investigate the effects of training and development on individual employee job performance and enhancing organizational effectiveness. The study employed descriptive survey research method. For collecting the required primary data questionnaire was administered to 333 employees in the organization via stratified sampling method and 36 managers through convenience sampling. In this study frequency, percentage, correlation and regression have been used to analyze the data collected. The findings of this study show that training and development are significantly associated with employee performance and organizational effectiveness. On top of this, the authority has no approved training and development policy, training and development evaluation was not carried out, training has no significant contribution in introducing employees with modern technology and innovation. On the other hand, the training and development offered to employees have a reasonable contribution in terms of acquiring knowledge, skill and attitude that help them to solve problems, to develop interpersonal skill. In the same way, the training and development given to managers has a significant contribution in improving their managerial capacity. The training and development has considerable contribution in enhancing organizational effectiveness. Generally, the findings indicated that the authority is moderately effective in its training and development service given to its employees. In the light of these findings the researchers recommend that the authority should conduct comprehensive training needs assessment, carried out periodic training evaluation, the top management should allocate sufficient budget for training and development and the training should be accompanied by modern technologies.
Effects of Training and Development on Individual Job Performance and Organizational Effectiveness: The Case of Addis Ababa Water and Sewerage Authority
Hall I
Training and development helps to improve the performance of employees on present jobs and prepares them for taking up new assignments in the future. The main objective of the study is to investigate the effects of training and development on individual employee job performance and enhancing organizational effectiveness. The study employed descriptive survey research method. For collecting the required primary data questionnaire was administered to 333 employees in the organization via stratified sampling method and 36 managers through convenience sampling. In this study frequency, percentage, correlation and regression have been used to analyze the data collected. The findings of this study show that training and development are significantly associated with employee performance and organizational effectiveness. On top of this, the authority has no approved training and development policy, training and development evaluation was not carried out, training has no significant contribution in introducing employees with modern technology and innovation. On the other hand, the training and development offered to employees have a reasonable contribution in terms of acquiring knowledge, skill and attitude that help them to solve problems, to develop interpersonal skill. In the same way, the training and development given to managers has a significant contribution in improving their managerial capacity. The training and development has considerable contribution in enhancing organizational effectiveness. Generally, the findings indicated that the authority is moderately effective in its training and development service given to its employees. In the light of these findings the researchers recommend that the authority should conduct comprehensive training needs assessment, carried out periodic training evaluation, the top management should allocate sufficient budget for training and development and the training should be accompanied by modern technologies.