Staff Development Policies and Programs of the Minerals Commission, Ghana

ABSTRACT

This study explored the influence Training and development (T&D) on employee performance within the Minerals Commission of Ghana by focusing on three regions. The specific objectives were to assess employee development policies of the Minerals Commission; to examine the forms of training with its perceived benefits at the commission; Examine the influence of T&D on the performance of employees and finally, to assess the challenges of training and development programmes at the Commission. The study was a descriptive cross-sectional quantitative study with 95 staffs surveyed. A self-administered questionnaire was the main research instrument. The results showed a very high level of awareness of the existence of staff development policies, staff perception about T&D policies showed that management have a policy that promotes the career development of all workers and that management conducts training and career development for all workers. The study revealed a strong positive relationship between all forms of training and employee performance. The results of the study also showed that the commonest form of challenges to T&D were; There is too much favouritisms within the Commission when it comes to training and career development and there is often lack of management support for employees’ career development programme. T&D was seen to highly influence employee performance. The study recommends that management of the Ghana Minerals Commission clearly identify and communicate training and development opportunities to their staffs. Training needs must be identified to ensure that training skills to be acquired match with current performance level.