THE EFFECT OF TRAINING PRACTICE ON EMPLOYEES JOB PERFORMANCE IN ADDIS ABABA CITY GOVERNMENT PLAN AND DEVELOPMENT COMMISSION

Abstract

Training is a critical process, which seeks to improve the performance of workers in the organization. The study focused on the effect of training practice on employees’ performance in the case of Addis Ababa City Government Plan and Development Commission. The overall objective of the study is to assess the effect of training practice on employees’ performance. The study used both descriptive and explanatory research design and also adopted quantitative approach and used both primary and secondary data sources. The primary data collected from AAPDC through a questionnaire for 80 employees which are selected using purposive sampling technique. The collected data were analyzed by using statistical tools (SPSS-Version 23). Both descriptive and inferential statistics were used for the data analysis. The descriptive statistics such as frequency, percent, mean and standard deviation were used for describing the demographic characteristics of respondents and the dependent and independent variables. The inferential statistics like Pearson correlation coefficient(r) and multiple linear regressions were used to determine if there is relationship existed between independent and dependent variables (training practice and employees’ performance). The Pearson correlation test indicates that training practice were positively correlated and claimed statistically significant relationship with employees’ performance. The findings of the study indicated that training design and evaluation of trainings were not fully implemented in the organization. The regression result confirmed that the linear combinations of all the independent variables considered under the present study were significantly contributed to the positive variation in employees’ performance. From the Beta coefficient results, the researcher found that, evaluation contributed the highest variation for the current employees’ performance while training design contributed the least variation. Hence, the researcher recommended that the organization should apply systematic and authentic training practices in order to improve employees’ performance.