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This study examined the value of training on employee’s performance in organizations.
It is a case study of Vodacom Tanzania. The study was guided by the following specific
objectives; to find out the available administrative instruments that guide staff training
practices, to establish the types and modalities of training, to determine the change on
employee performance as a result of specific training and to identify challenges facing
employee training and performance.
The researcher used case study design conducting the research where by a single unit
was selected and data collection was done through primary and secondary data through
the use of data collection methods such as interviews, questionnaires and documentary
review. Whereby a sample of 100 was selected. Analysis of the collected data was done
through qualitative research methodology.
The Findings revealed that various criteria were used in the selection of employees for
training such as performance appraisal, supervisory recommendations, request of
employees, and skills inventory among others. It was found that most of the staff has
attended various types of training including on the job and off the job training. It was
further revealed that staff at Vodacom Tanzania attended short courses, seminars and
workshops. Some respondents agreed that staff training and development provided by
the Vodacom Tanzania Limited fulfilled their expectations. It is argued that since
respondents agreed that training is useful in promoting job satisfaction to employees,
then work contributes to the performance of the organization. Most of the respondents
portrayed that employees are promoted to different positions after training resulting into
performance improvement of the organization. Also, some of the study respondents
explained that training of employee’s increases experience and hence promotes
performance of the organization. The study also found out that Training programmes at
VTL experience a number of challenges which include budget constraints, different
training needs, changes of technology and others. It is recommended that Vodacom
Tanzania Limited should establish and implement a high-level roadmap for strategic
training and development to take place. The company should provide a flexible
framework within which training and development strategy is worked out.
The result showed that employee training has positive significant relationship with
employee performance .Subsequently recommendations were made that management
should increase budget for staff training and also staff training should line with
organizational objectives. Since training needs are differ employees and HR managers
should match training to specific needs as opposed to providing ‘blanket’ training to all
employees to improve performance |
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