ASSESSING TRAINING AND DEVELOPMENT AS A TOOL TO ENHANCE ORGANISATIONAL PERFORMANCE: THE CASE OF ESOASOA BANANA CAMEROON DEVELOPMENT CORPORATION (CDC) TIKO
By: Muhamadu Awal Muhammed | Department of Business and Management Studies | Human Resource Management
ABSTRACT
The main thrust of this study was to assess training and development as a tool to enhance organizational performance: The case of Esoasoa Banana, Tiko of Cameroon Development Corporation (CDC). Three research objectives were formulated to guide and direct the study. The objectives assess the influence of job training as a tool to enhance employee’s performance, assess the effect of training design as a tool to enhance employee’s performance, assess the influence of delivery style as a tool to enhance employee’s performance in the Esoasoa Banana, CDC Tiko. The descriptive research design was adopted for this study. A sample size of 112 respondents were selected and used for the study. A well validated structured questionnaire was used for data collection. Data collected were analyzed using descriptive statistics of simple percentage and inferential statistics of Pearson product moment correlation coefficient. Findings revealed that employees in Esoasoa Banana, CDC Tiko are highly trained in areas such as the use of machines and work tools, maintenance of machines, farming practices, safety measures and security measures. The findings also revealed that 62 % of variation in workers’ Performance is jointly explained by changes in training and development (on the job training, training designing, and training style). This implies that the remaining 38% changes in workers’ Performance is caused by variation in other variables not included in this study and represented by the error term. 28.12% implies that there exists significant relationship between workers’ Performance and training and development. Thus a significant influence on worker’s performance at a 5% level of significance. Also the challenges faced by organization in training and development include the costly nature of training and development and delay of production time. The study recommended that the content and design of training programs have to be formulated taking into consideration the specific needs of the employees and changing objectives or vision of the CDC and also the need to regularly organize training programs while ensuring adequate rotator systems are in place not to disrupt the functioning of work units and departments.
Keywords: Training and Development, Job Training, Training Design, Delivery style