THE IMPACT OF TRAINING AND DEVELOPMENT ON WORKER PERFORMANCE AND PRODUCTIVITY IN PUBLIC SECTOR ORGANIZATIONS: A CASE STUDY OF GHANA PORTS AND HARBOURS AUTHORITY

ABSRACT

The quality of Human Resource is an asset to any organization and as a result Training

has become an issue that has to be faced by every organization. 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, the

adaptability of existing workforce and importantly the extent to which the organization

supports the idea of internal career development. Most organizations meet their needs for

training in an ad hoc and haphazard way whiles others set about identifying their training

needs, then design training activities in a rational manner and finally assess the results of

training. This study, therefore, sought to determine the impact of Training and

Development on public sector organizations using Ghana Ports and Harbors Authority

(GPHA) as a case study. The research was intended to determine the role and impact of

training on employees with emphasis on the lower, middle level staff and the

administrators of GPHA, who were randomly selected. The study assessed the training

and development process of GPHA and whether training has improved employee

performance. A questionnaire was designed using structured questions to collect primary

data from employees of GPHA. Personal interviews were held with some management

staff of the organization. The results indicated that GPHA’s employees were not well

informed about training and development programmes in the organization. Most of the

employees were of the view that training and development were effective tools for both

personal and organizational success. The findings revealed that training practices,

methods and activities at GPHA are not in line with the best practices regarding the

planned and systematic nature of the training process as is generally known. It was 

vi

recommended among other things, that the processes involved in training be duly

followed, GPHA should help its staff identify their career paths and to guide them in the

pursuit of higher education.

vii

TABLE OF CONTENTS

Title page i

Declaration ii

Dedication iii

Acknowledgement iv

Abstract v

Table of Contents vi

List of Tables x

List of Figures xi

List of Abbreviations xii

CHAPTER 1: INTRODUCTION

1.1 Background information 1

1.2 Statement of the problem 3

1.3 Objectives of the study 5

1.4 Hypotheses of the study 5

1.5 Significance of the study 6

1.6 Scope of the study 6

1.7 Limitation 6

1.8 Organization of the study 7

CHAPTER 2: LITERATURE REVIEW

2.1 Overview of Training 8

2.2 Human Resource Management 9

2.3 Human Resource Management and Training 10

2.4 Training 11

2.5 Benefits of Training 13

2.6 Principles of Training 15

2.7 The Training Process 16

2.7.1 Training Policies and Resources 16

2.7.2 Determination of Training needs 18

2.7.3 Determining Training Objectives and Training Plan 20

2.7.4 Presenting the Training 22

2.7.5 Evaluation of Training 28

2.7.6 Methods of Evaluation 29

2.8 Training, Performance and Productivity 30

2.9 Career Development 31

2.9.1 Career Development Advantages 32

CHAPTER 3: METHODOLOGY

3.1 Research Design 34

3.2 Target Population 34

3.3 Sampling size and Sampling procedure 35

3.4 Source of data collection 35

3.5 Research Instrument 36

viii

3.6 Administration of the Instrument 37

3.7 Analyses of Data 38

3.8 Limitations 39

CHAPTER 4: PRESENTATION AND ANALYSIS OF FINDINGS

4.1 Overview of GPHA 40

4.2 History of GPHA 40

4.1.2 Administration of GPHA 42

4.1.3 Role of GPHA 42

4.2. Involvement of GPHA in training and development activities for 10

 years (1999 – 2008) 44

4.3 Purpose of training and development at GPHA 44

4.4 Training and development policy at GPHA 45

4.5 Training and development practices and methods at GPHA 48

4.5.1 Age of respondents 48

4.5.2 Gender of respondents 49

4.5.3 Educational background 50

4.5.4 Job position of respondents 50

4.5.5 Years of service in the organization 52

4.5.6 Participation in training 52

4.5.7 Selection for training 53

4.5.8 Objectives of training 55

4.5.9 Types of training 56

4.5.10 Methods of training 56

4.5.11 Training evaluation 58

4.5.12 Sponsorship for further studies 58

4.5.13 Career progression projections for employees 59

4.5.14 Training and development projections for employees 59

4.5.15 Assessment of the nature of training at GPHA 60

4.6 Effects of training and development on worker performance and

 Productivity 61

4.6.1 Motivation through Training 61

4.6.2 Employee potential for development through training 62

4.6.3 Training and employee performance 62

CHAPTER 5: SUMMARY, RECOMMENDATIONS AND CONCLUSION

5.1 General Summary 65

5.2 Summary of findings 66

5.3 Recommendations 68

5.4 Conclusion 73

Appendix 1: Questionnaire for Employees of GPHA

Appendix 2: Interview Schedule for Management of GPHA

ix

LIST OF TABLES