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There is already growing consensus in the literature that effectiveness of training and
development program are important preconditions for employee performance. Despi
te this recognition, the organizations in developing countries have continually suffere
d from the ineffectiveness of the existing training and development programs. The ai
m of this study was to evaluate the effectiveness of training and development on the
performance of banking staff in Tanzania. Specifically, the research focused on three
objectives: To assess the impact of systematic training and development on the perfo
rmance of staff at PBZ, to evaluate the challenges that impedes the effectiveness of tr
aining and development of employee performance at PBZ and to provide recommend
ations and suggestions for effective training and development on the performance of
staff at PBZ as elaborated in chapter one. To address these objectives, the study used
a mixed of quantitative and qualitative approach with a case study design method. T
he primary data was collected using a questionnaire and interview and analyzed usin
g SPSS version 25. Descriptive statistics, reliability analysis, factor analysis, correlati
on analysis and regression analysis were used to analyze and determine the keys fact
ors and association in relation to staff performance.
In general, the results show that systematic training and development variables have
a strong significant prediction to staff performance. The regression model was signifi
cant at β =4.443, where the p-value was equal =0.000. All four variables of training a
nd development have significant and positive impacts on the staff performance where
TNA (β = 0.136, t-value of 2.066 and p-value of 0.042), TDA (β of 0.214, t-value of
2.852 and p-value of 0.005), Training implementation (β of 0.169, t-value of 2.134 a
nd p-value of .036) and training evaluation (β of 0.429, t-value of 4.898 and p-value
of .000). Hence all four hypotheses (H1, H2, H3 and H4) were supported in this stud
y. Nevertheless, this study found that there are number of challenges that impede effe
ctiveness of training and development at PBZ such as poor training planning, , tende
ncies of sending inappropriate participants to the training programme, lack of insuffi
cient time to attend the training, lack professionals to oversee the training and develo
pment, lack of motivation among employees, lack of accurate training need analysis,
high cost of training programme, etc. Also several recommendations were provided b
y the respondents to improve the effectiveness of training and development and ensur
e staff performance in organization. |
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