Training And Employee Performance In Organisations A Case Study Of Roofings Uganda Limited

ABSTRACT

The study was set to establish the effects of training on employee performance at Roofing's Uganda limited. The background of the study presents the problem prevalence at Global, African, country and local views on the concept of training and employee performance. It was based on three study objectives which included assessing the effect of training on periormance of the employees under study, to establish organizational issues that constrain training in organizations and investigate how training needs of employees are determined in organizations. The major focus of the study by scholars in the review of literature presents issues regarding training and employee performance, Organizational issues that constrain training and determinants of training needs of employees. The authors quoted seem to agree with the aspects raised. Though others present them in varying views in that regard. The study adopted a descriptive study design with the population of 70 people. The study adopted a sample population of 60 respondents chosen from roofing's Uganda limited Kanjansi. The findings were that 70% of the respondents training on their work performance were excellent. Respondents were that training impact work performance in operation, quality improvements in performance, enhancement on way of operation, employee management was recorded, improved adherence to policies was found to have, ethical observations, consistency in work, improved employee motivation and improved technical expertise and output. 72% of the respondents were that there are organizational issues that constrain training in organizations performance appraisal, analysis of job difficulties and job description, customer complaints, organization and developmental plans, Views of the training manager, technological inventions that dictates the need for training and Introduction of new policies. It was found out that training needs of employees are determined in organizations by several factors. 70% of the respondents were that performance appraisal, analysis of job difficulties and job description, customer complaints, Organization and developmental plans, Vi~ws of the training manager, technological inventions that dictate the need for training and Introduction of new policies. On whether training content was relevant to achieving personal needs, goals and self development, training content was relevant to achieving their personal needs, goals and self development. The recommendations were that training and development should be seen not only at> the thread that ties together all human resource practices, but also as the instrument for establishing and signaling, Some key examples of how depatiments can plan for the future training and development must be outlined in a document and should be used to help mitigate any negative impacts as a result of demographics; Roofing's Uganda limited need to priorities and competency requirements, to better compete in the global market, Roofing's Uganda limited need to create and implement corporate strategies to promote itself as a "preferred employer" investing in progressive HR policies, In order to position for success, management of Roofing's Uganda limited must empower depatiments in the various branches to engage in training and development, retention and attraction in today's changing labour market requires Roofing's Uganda limited need to look at the key drivers that are important to it and potential employees.