Impact of Training on the Performance of Employeees in the Public Sector_ a Case Study of MoWT

MAKERERE

UNIVERSITY

SCHOOL OF STATISTICTS AND PLANNING

IMPACT OF TRAINING ON EMPLOYEE PERFORMANCE IN THE PUBLIC SECTOR: A STUDY OF MINISTRY OF WORKS AND TRANSPORT

By

JJINGO ISAAC Reg. No.: 10/U/12703/EVE Stud. No.: 210012848

Supervisor: Wilson Bahati

A RESEARCH DISSERTATION SUBMITTED TO SSP IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF DEGREE OF SCIENCE IN BUSINESS STATISTICS OF MAKERERE UNIVERSITY i

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DECLARATION I Jjingo Isaac, i hereby declare that this is my original work and has not been presented anywhere else, for the Qualification of a Bachelor Of Science in Business Statistics of Makerere University.

Signed:..............................................................................Date:....................................















APPROVAL This is to certify that this research report has been submitted for examination with my approval as supervisor Supervisor :............................................................................

Wilson Bahati

Date:....................................















DEDICATION I dedicate this work to my mother Mrs. Kanonya Jane Tusubira for her love and encouragement.















ACKNOWLEDGEMENT Foremost, I am grateful to God for seeing me through my years of University studies. I dedicate this work to God Almighty. He has been the wind beneath my wings. His Grace and Mercy has brought me thus far and I am grateful. My deepest appreciation and thanks go to my supervisor, Mr. Wilson Bahati Kazi for his guidance and constructive criticisms that helped me stay focused from the beginning of this work to the end. My deepest appreciation and thanks also go to my Mother Mrs. Kanonya Jane Tusubira, Sectary PPO MoWT for her unwavering support, care and also for his material and financial support throughout my education and research work. Thank you for believing in me. I also want to thank the staff of the Department of Policy and Planning MoWT for their help and contribution towards the success of this project. Finally, I am grateful to all my Lecturers at School of Statistics and Planning Makerere University for their care and guidance through all the years have spent at the school. Thank you very much.















TABLE OF CONTENTS DECLARATION ................................................... ...................................................................................................... ........................................................... ........i DEDICATION ............................................... .................................................................................................. .................................................................. ...............ii ACKNOWLEDGEMENT .............................................. .............................................................................................. ................................................ iv LIST OF FIGURES FIGURE S ........................................................................ ..................................................................................................... ............................. viii LIST OF TABLES ......................................................... .......................................................................................................... .................................................ix LIST OF ACRONYMS ................................................................................................... ................................................................................................... x ABSTRACT.............................................................................................................. ABSTRACT........................................................... ......................................................... ...... xi CHAPTER ONE: INTRODUCTION ................................................. .......................................................................... ......................... 1

1.0

BACK GROUND TO THE STUDY S TUDY .................................................................... .................................................................... 1

1.1

STATEMENT OF THE PROBLEM .................................................................... 2

1.2

OBJECTIVES OF THE STUDY .......................................................................... .......................................................................... 4

1.2.1

General Objectives ............................................................................................. ............................................................................................. 4

1.2.2

Specific Objectives ........................................... ............................................................................................ ................................................. 4

1.3

HYPOTHESIS....................................................................................................... ....................................................................................................... 4

1.4

SIGNIFICANCE OF THE STUDY ............................................................. ...................................................................... ......... 4

1.5

SCOPE OF THE T HE STUDY ..................................................................................... ..................................................................................... 5

CHAPTER TWO: LITERATURE REVIEW ............................................. ............................................................ ............... 6

2.0

INTRODUCTION ................................................ ................................................................................................. .................................................6

2.1

DEFINITION OF KEY TERMS .......................................... ........................................................................... ................................. 6

2.1.1

Training ............................................ ............................................................................................. .................................................................. .................6

2.1.2

Human Resource Management .......................................................................... .......................................................................... 7

2.1.3

Performance ............................................. .............................................................................................. .......................................................... ......... 9

2.1.4

Job performance ................................................................................................. ................................................................................................. 9

2.2

METHODS OF TRAINING ............................................................................... ............................................................................... 10

2.2.1

On the job training ........................................................................................... ........................................................................................... 10

2.2.2

Off the job training, ........................................... .......................................................................................... ............................................... 12

2.2.4

Understudy Training ........................................................................................ 12

















2.4.3

Salary and Employee Performance .................................................................. .................................................................. 16

CHAPTER THREE: METHODOLOGY ................................................................. ................................................................. 17

3.0

INTRODUCTION ................................................ ............................................................................................... ...............................................17

3.1

RESEARCH DESIGN ................................................. ........................................................................................ ....................................... 17

3.2

STUDY POPULATION ......................................................................... ...................................................................................... ............. 17

3.3

SAMPLING TECHNIQUES AND PROCEDURE ............................................ ............................................ 17

3.4

TYPE OF STUDY ................................................ ............................................................................................... ............................................... 19

3.5

TEST USED IN THE STUDY ............................................. ............................................................................ ............................... 19

3.5.1

Correlation Analysis ................................................. ........................................................................................ ....................................... 19

3.5.2

Regression Analysis ......................................................................................... ......................................................................................... 20

3.6

CONCEPTUAL FRAMEWORK................................................................... FRAMEWORK........................................................................ ..... 20

The Variables .................... ............................... ..................... .................... ..................... ..................... .................... ................. ....... 20 CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS .......................... 23

4.0

DATA ANALYSIS .............................................. ............................................................................................. ............................................... 23

4.1

SAMPLE SIZE AND DATA COLLECTION ............................................... .................................................... ..... 23

4.1.1

Sex Distribution of Employees ........................................................................ ........................................................................ 23

4.1.2

Time of service by b y Employees in the Ministry ........................................... ................................................ ..... 24

4.2 4.2.1

ANALYSIS, DISCUSSIONS AND FINDINGS ................................................ ................................................ 24 Awareness of Existence of Training Policy at MoWT .................................... 24

4.2.3 Relationship between Time of service by employees in the Ministry and their commitment towards their jobs after getting on-the-job training.................................. 26 4.3

STUDY VARIABLES: HYPOTHESIS TESTING

27

















5.3

RECOMMENDATION....................................................................................... ....................................................................................... 35

REFERENCE ............................................... .................................................................................................. ................................................................ ............. 37 APPENDIX………………………………………………………………… ..............39

















LIST OF FIGURES Figure 1 The Variables. ............................................................................... 20 Figure 2 Sex distribution ............................................................................. 23 Figure 3: Time of service by Employees in the Ministry .................................. 24 Figure 4. Relationship between Time of service by employees in the Ministry and their commitment towards their jobs after getting on-the-job training ................ .............. .. 26

















LIST OF TABLES Table 1: summary of the part in the study. .......................................... ................................................................. ....................... 18 Table 2: Employee Awareness Awa reness of Existence of Training Policy at MoWT ............... ............... 25 Table 3: Descriptive Statistics ..................................................... .................................................................................... ............................... 25 Table 3: Correlations .................................................................................................. .................................................................................................. 27 Table 4: Become more responsible after training. ................................................. ...................................................... ..... 28 Table 5 Become more committed towards their jobs ............................................ ................................................. ..... 29 Table 6: Regression Analysis Ana lysis .............................................................. ..................................................................................... ....................... 30

















LIST OF ACRONYMS

MoWT

-

Ministry of Works and Transport

PSTP

-

Public Service Training Policy

DPP

-

Department of Planning and Policy

HRM

-

Human Resource Manager

SPSS

-

Statistical Package for Social Scientists



















ABSTRACT

In this study Training practices, the employees of the ministry of works and transport were examined to determine their impact on Employee performance. Based on a combination of literature review and questionnaire surveys, this paper explores that for any ministry to succeed in achieving the objectives of its training program, the design and implementation must be planned and systematic, tailored towards enhancing performance and productivity. For this study, 40 questionnaires had been distributed among the employees in the 8 department of the ministry. It has been observed that most organizations meet their needs for training in an ad hoc and random way while others set about identifying ide ntifying their training needs, then design training activities in a rational manner and finally assess the results of training. The study concludes that if organizations invest in right type of employee training it can enhance employee performance as well as competencies and skills. In addition, training



















CHAPTER ONE: INTRODUCTION 1.0 BACK GROUND TO THE STUDY

In very short span lots of changes occurred in this sector with respect to development in technology which resulted in increasing demand for well trained workforce. Therefore the present study focused on effect of training on employee performance. This study was an assessment on the impact of training on employee performance in the Public sector ” and my emphasis was on Ministry of Works and Transport. The study intends to investigate the impact of training on employee performance in MoWT. It has been observed that from last decade Public sector has been the fastest growing sector in Uganda. The study was precipitated by various observations that had been made in connection with training and its impact on performance in Public Service in general.

The Public



















It goes without saying therefore that the training and development of employees is an issue that has to be faced by every Ministry. However, the amount, quality and quantity of training carried out vary enormously from Ministry to Ministry. According to Cole (2002), factors influencing the quantity and quality of training and development activities include; the degree of change in the external environment, the degree of internal change, the availability of suitable skills within the existing work-force and the extent to which management see training as a motivating factor in work. Training is an independent variable whereas Performance is a dependent variable. This chapter presents the background to the study, the statement of the problem, General Objective of the study, specific objectives of the study, the research questions, hypotheses, the scope of the study, the significance of the study, justification and operational definition of terms and concepts. 1.1 STATEMENT OF THE PROBLEM



















Few people these days would argue against the importance of training as a major influence on the success of any Ministry and potential performance is a product of ability and motivation “John New Strom 1989”. Despite the various Government efforts to train its employees with hope that training would improve their efficiency and effectiveness; it has not impacted significantly on Performance, The PSTP stressed that the training function was being mismanaged. Employees are a crucial, but expensive resource. In order to sustain economic growth and effective performance, it is important to optimize the contribution of employees to the aims and goals of the organizations. The importance of training as a central role of management has long been recognized. The one contribution a manager is uniquely expected to make is to give others vision and ability to perform. Training is necessary to ensure an adequate supply of staff that is technically and socially competent and capable of career development into specialist



















development. Training is the systematic attainment and expansion of the knowledge, skills, and attitudes. Training is required by the employees to sufficiently execute a task or job and to improve performance in the job environment. 1.2 OBJECTIVES OF THE STUDY 1.2.1 General Objectives 1. To assess the impact of training on the performance of employees in the Public

sector. 1.2.2 Specific Objectives

1. To establish the relationship between training and Salary of Employees. 2. To examine the training tools used by the Ministry. 3. To establish the relationship between Employee performance and Salary of Employees.























Expand knowledge on training and Human Resource Development Plan not only in Ministry of Works and Transport but the entire e ntire Public Service.



Assess the impact of training on employee performance in Public Service with particular reference on Ministry of Works and Transport



Encourage government Ministries, Departments, Agencies and Local Governments to implement training policies which are put in place by government to benefit Public Servants.

1.5 SCOPE OF THE STUDY





















CHAPTER TWO: LITERATURE REVIEW 2.0 INTRODUCTION

This chapter portrays the literature on effects/impact of training on employees` performance and also a lso includes the definitions de finitions of some of the key ke y terms, functions and the different types of training that can be conducted while at work. There are four prerequisites for learning: Motivation comes first. Cue is the second requirement. The learner can recognize related indicators (cue) and associate them with





















Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training is an organized procedure for increasing the knowledge and skill of people for a specific objective which in general results in the change of behavior and attitude Most organizations have long recognized the importance of training to its development. As new technology progresses, making certain jobs and skills redundant, an increasing emphasis is being placed on the need for a skilled and highly trained workforce. Many





















most organizations and is the focus for a wide-ranging debate concerning the nature of the contemporary employment relationships. Managing human resources is one of the key elements in the coordination and management of work at the workplace. Beer et al (1984) define Human Resource Management as the involvement of all management decisions and actions that affect the nature of the relationship between the organization and its employees-the human resources. According to Beer et al (1984), general management make important decisions daily that affect this relationship, and this leads to a map of Human Resource Management territory, the core of which they





















2.1.3 Performance

Performance can be defined as the achievement of specified task measured against predetermined or identified standards of accuracy, completeness, cost and speed. Kenney et al., (1992) stated that employee's performance should be defined as the outcome of work because they provide the strongest linkage to the strategic goals of the organization. It is measured against the performance standards set by the organization. Good























Job performance is an individual output in terms of quality and quantity expected from every employee in a particular job. Individual performance is most of the time determined by motivation and the will and ability to do the job.























It’s a widely used training method, as in comparison, on-the-job method of training is simple and less costly to operate. Observing this method critically, the training places the employee in actual work situations and makes them appear to be immediately productive.

there is

close collaboration between trainer and learner. There























Unfortunately, trainees are not usually welcomed and are seen by supervisors and workers in the department as obstacles to the daily routines. If well-structured and planned with the cooperation of all departmental supervisors, this method

be























to-day problems which confront the superior in the performance of duty. They are allowed to solve them with or without the help of the superior. When the understudy shows promise of talent, he takes over when the superior is transferred, retired or is promoted to a higher position, Decauza et al (1996).























cope with new processes and production techniques. According to Cole (2002) training can achieve: High morale - employees who receive training have increased confidence and





















































































































































































































































































































































































Impact of Training on the Performance of Employeees in the Public Sector_ a Case Study of MoWT

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