THE EFFECT OF TRAINING AND DEVELOPMENT ON EMPLOYEES’ PEFORMANCE: THE CASE OF FEDERAL TRANSPORT AUTHORITY

Abstract

Employee is the backbone for organization development and achievement of goal because of that training has to be addressed systematically and need to determine the effect of training on employee performance. The study was focus on the Effect of Training and Development on employees’ performance at the Federal Transport authority. The major problem of the organization is that training is not conducted systematically, absence of clear training policy and insufficient budget for training are some of the problem that researcher notice at the authority. These problems may result in inconsistent practices of training and development. The general objective of the study is to determine the effect of training and development on employees’ performance. Hence, the specific objective is to determine the existing training and development program at Federal Transport Authority, to examine the Effect of training and development on employee performance at Federal Transport Authority, to evaluate the effectiveness of training design at Federal Transport Authority, to explore factor affecting in the implementation of training and development at Federal Transport Authority and to assess challenge associated with implementation of training and development at Federal Transport Authority. The findings of this study is gives a great significant to different stakeholders of the organizations have a great contribution to develop a systematic well trained strategies of employees’ skills, gives a subjective judgment of managerial decision making and improves to achieve the goals and objectives of the organization. The purpose of this study is to determine the impact of training and development on the employee’s performance in the case of Federal Transport Authority. The study employed cross sectional research design and mixed research approach. It is adopted primary data source. The data was collected from the Federal Transport Authority through self-administered questionnaire for 131 professional staff and semi-structured interview question employed for human resource director and training coordinator. The collected data was analyzed by using statistical tools (SPSS-Version 25). Both descriptive (central tendency) and inferential statistics (Pearson correlation coefficient(r) and simple linear regression) were used for the data analysis. The study emphasizes in the contribution of training and development for employee performance, training and development evaluation, factors that affect the implementation of training and development program, training and development design, training process and overall employee performance. The findings indicated that training and development were positively correlated and claimed statistically significant relationship with employee performance. The study's findings revealed that there VII were no sound and consistent training and development practices; as a result, the results revealed that the provided training and development processes were unsystematic. As a result, the researcher advised top management and other training coordinators to implement systematic and authentic training programs. In general, the study recommended that in order to fulfill an organization's desire and objective, training and development must be strategic and systematic.