| Abstract: | Abstract
Training is the act of enhancing the knowledge, skill, and attitude of an
individual for doing a particular job. In the present situation training is
increasingly viewed as a means of not only fostering the growth of the
individual employee but as an integrated part of organizational growth.
Employee performance is normally looked at in terms of outcome. This
research examined the effects of training practice on employee performance
in commercial bank of Ethiopia (CBE) at East Addis Ababa District. To
achieve the objectives of this study descriptive survey and explanatory
research design was used. Data was collected through questionnaire from a
sample of 234 those were selected using simple random sampling method and
interview for managers of CBE. The data collected from the questionnaire
were analyzed using inferential and descriptive Statistical tools such as mean,
standard deviation, correlation, and multiple regression analysis. The results
of this study indicate that, training practice dimension such as (need
assessment, training objectives, training methods, selection of trainees and
trainers, implementation of training program and evaluation and feedback)
have positive and significant relationship with and have significantly
contribute 58.4% to employee’s knowledge, skills and attitudes. On the other
hand, employee’s knowledge, skills and attitudes have positive and significant
relationship with and contribute 61.3% to employee performance. Based on
the findings of the study, the researchers recommend starting need
assessment. to analyzing organization, task and people level, doing the
training evaluation and feedback before, during and after training;
reassessing training objectives and design as much as possible SMARTER
objectives. |
