EMPLOYEE TRAINING AND ORGANISATIONAL PERFORMANCE IN KABALE DISTRICT: A CASE STUDY OF STANBIC BANK-KABALE BRANCH
Introduction
Training and development play an important role in the effectiveness of organizations and to the experiences of people at work. Training has implications for productivity, health and safety at work and personal development and staff performance, therefore all organizations employing people train their staff for improved organizational performance. Every organization needs to have well trained and experienced employees to perform their duties efficiently.
Background of the study
Employee training is a learning experience which seeks a relatively permanent change in the individual that will improve his ability to perform his job well (Torrington, 2010). Employee training is a very important aspect of human resources management which must be embarked upon either proactively or reactively to meet any change brought about in the course of time. The rationale behind it is to web the job and the job-holder together to achieve the organizational objectives.
In an ever-growing competitive world, where organizations are always at competition with one another in terms of goods and services, there should be a link between the organizations business strategy and the training and development that it undertakes (Wilson, 2009). Therefore, an organization which combines its strategy and employee training is regarded as having a good business sense. Recruiting, retaining, training and developing the right and talented people give an organization a competitive edge over its competitors: this is what human resource management is about. It is therefore a great strategic concern to the organization how it manages its people in order to develop their commitment and produce the best out of them for its benefit. This therefore calls for all managers to ensure an adequate supply of staff that is technically and socially competent and capable of career development into specialists departments or management positions (Afshan et al., 2012).
The question that may arise in many circumstances is why human resources are important. Bearing in mind that human resources are intellectual property of the firm, employees prove to be a good source of gaining competitive advantage (Houger, 2006), and training is the only way of developing organizational intellectual property through building employees competencies in order to succeed. Organizations have to obtain and utilize human resources effectively in order to improve on organizational performance.
The core strength of any organization comes from its employees. To develop and strength them, leads to a solid foundation for the organization’s future, therefore a manager must continue to develop himself and also have a commitment to help his employees develop their full potential (Mathis and Jackson, 2010). The employees depend on the managers, and the organization depends on all of them for its success.
Organizations are facing increased competition due to globalization, changes in technology, political and economic environments (Evans, 2012) and therefore prompting these organizations to train their employees as one of the ways to prepare them to adjust to the increases above and thus enhance their performance. It is therefore important not to ignore the prevailing evidence on growth of knowledge in organizations in the last decade. This growth has not only been brought by improvements in technology nor a combination of factors of production but increased efforts towards development of organizational human resources. It is therefore every organization’s responsibility to enhance productivity of employees and certainly implementation of on-job training is one of the major steps most organizations need to achieve employee productivity. As it is evident that employees are a crucial resource, it is important to optimize the contribution of employees to the organization aims and goals as a means of sustaining productivity and performance. This therefore calls for all managers to ensure an adequate supply of staff that is technically and socially competent and capable of career development into specialists departments or management positions (Afshan et al 2012).
For these reasons organizations are now focusing more on improved performance from optimal human resource utilization and thus, investment in training and development with the ultimate goal to improve human productivity at both the macro and micro levels. Thus, employee training is becoming a necessity to every organization; training enabled them to carry out their roles and responsibilities efficiently and also learn new things, which prepared them to take up higher responsibilities efficiently and also learn new things, which prepared them to take up higher responsibilities in the future. The amount and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes.
Commercial banks including Stanbic Bank-Kabale Branch have embarked on employee training both on job and off job in order to enhance their performance for improved organizational development. Employee on-job and off job training are becoming necessities to every commercial bank in Uganda as it enables them to carry out their roles and responsibilities efficiently and also learn new things which prepare them to take up higher responsibilities in the future. However, there are always complaints of lack of customer satisfaction which is an indicator that the bank is not performing well. It was against this background that the researcher intended to carry out a study to examine the contribution of employee training on organizational performance of commercial banks in Kabale District.
Conclusions
Training programmes are vital issues of career progression of every employee in an institution. In order to provide quality services to the clientele, staff needs to commit themselves to continuous learning and for that matter training is necessary. Therefore, it is important for the organization to engage their staffs in the training activities on regular basis to enable them acquire knowledge and skills that will enhance staff performance.
From the study, it was established that training is used to fill identified gaps in competence and so it helps to improve the competency of the beneficiary and so his or her performance on the job is improved. It was also concluded that training is an important factor that motivates and inspires workers and makes them value their jobs and perform better for increased productivity. Training generates performance improvement related to benefits for the staff and influences staff performance through the development of staff knowledge, skills, ability, competencies and behavior.
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