Training and Employee Performance in the Banking Industry in Lusaka Zambia

ABSTRACT The study sought to establish the effect of training on employee performance in Banking industry in Lusaka Zambia. In the banking industry in Lusaka Zambia, there is currently a problem of poor employee performance, whereby employees fail to put what they were given in training into day to day operations of the organization, they do not know where to begin from and where to end at the end of the day, and all these tend to result into poor employee performance. It was guided by three specific objectives; i) to examine the forms of training used in Banking industry in Lusaka Zambia; ii) to establish the effect of on-job training on employee performance in Banking industry in Lusaka Zambia; iii) to assess the effect of off-job training on employee performance in Banking industry in Lusaka Zambia, the researcher administered a questionnaire to 80 respondents. This research employed descriptive survey research design to describe the training and employee performance in Banking industry in Lusaka Zambia and the questionnaire was used as the research instrument. Descriptive statistics used in this study included frequencies, means, regression analysis and Pearson Linear Correlation Coefficient on relationship between variables. The findings revealed the following: training in Banking industry in Lusaka Zambia was rated satisfactory, implying that on-job and off-job trainings are always effectively practiced which has helped employees to acquire different types of skills which help them perform well at work, on-job training significantly affects employee performance in Banking industry in, Lusaka Zambia, off job training has a significant effect on employee performance in Banking industry in Lusaka Zambia, this implied that effective off job training can lead to an improvement on employee performance in Banking industry in, Lusaka Zambia and ineffective off job training reduces employee performance, and the findings indicated a significant relationship between training and employee performance in Banking industry in, Lusaka Zambia. The conclusions were that; both on-job and off-job trainings are always practiced though not effectively, which has somehow helped employees to acquire different types of skills which help them perform well at work though not effectively expected by their supervisors, effective on-job training can increase employee performance in Banking industry in, Lusaka Zambia, improvement in off job training can lead to improvement on employee performance in Banking industry in, Lusaka Zambia and ineffective off job training can reduce employee performance, and effective training can increase employee performance in Banking industry in, Lusaka Zambia and ineffective training reduces employee performance. The researcher recommended that; to the board Banking industry in should put in place a set of organizational culture to be followed by all workers as a way of behavior apprising in this organization, the Banking industry should give an opportunity to the workers to always have “a say “during decision making, this can be done by allowing them to contribute during meetings, the banking institutions should provide reliable information to both workers and clients before passing out any advertisement. Training needs analysis should always be done first and then training provided depending on the need and this can help improve on the effectiveness of the training, and managers should help employees in setting their performance goals and set performance targets and appraise employee performance, this can enable employees know how best they are performing and hence improve on their performance.

TABLE OF CONTENTS

DECLARATION

APPROVAL I

DEDICATION iii

ACKNOWLEGEMENT iv

ABSTRACT v

TABLE OF CONTENTS vi

LIST OF TABLES x

CHAPTER ONE 1

INTRODUCTION 1

1.0 Introduction 1

1.1 Background of the study 1

1.1.1 Historical perspective 1

1,1.2 Theoretical perspective 2

1.1.3 Conceptual perspective 3

1.1.4 Contextual perspective 5

1.2 Statement of the problem 6

1.3 Purpose of the study 7

1.4 Research objectives 7

1.5 Research Questions 8

1.6 Hypothesis 8

1.7 Scope of the study 8

1.7.1 Geographical scope 8

1.7.2 Content scope 8

1.7.3 Theoretical scope 8

1.7.4 Time scope 9

1.8 Significance of the Study 9

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CHAPTERTWO .11

LITERATURE REVIEW 11

2.0 Introduction 11

2.lTheoretical Review 11

2.2 Conceptual Frame Work 12

2.2.1 Training 12

2.2.2 Employee performance 17

2.2.3 The relationship between training and employee performance 18

2.3 Related studies 20

2.3.1 Related studies on the forms of training 20

2.3.2 Related studies on the level of employee performance 21

2.3.3 The relationship between training and employee performance 25

2.4 Research gaps 30

CHAPTERTHREE 31

METHODOLOGY 31

3.0 Introduction 31

3.1 Research design 31

3.2 Study Population 31

3.3 Sample size 32

3.4 Sampling Procedures 33

3.5 Data sources 33

3.5.1 Primary data sources 33

3.5.2 Secondary sources 33

3.6 Data collection instruments 33

3.7 Validity and Reliability of the Instruments 34

3.7.1 Validity of the instrument 34

3.8 Data Gathering Procedure 36

3,8.1. Before the administration of the questionnaires 36

3.8.2. During the administration of the questionnaires 36

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3.8.3 After the administration of the questionnaires 36

3.9 Data Analysis 36

3.10 Ethical Considerations 37

3.11 Limitations of the study 38

CHAPTER FOUR 39

DATA PRESENTATION, ANALYSIS AND INTERPRETATION 39

4.0 Introduction 39

4.1 Demographic characteristics of the respondents 39

4.1.2 Respondents age in selected banks in Zambia 40

4.1.3 Respondents’ level of education in selected banks in Zambia 40

Source: Primary data, (2016) 41

4.1.4 Position held in the selected banks in Zambia 41

4.1.5 Experience in the organization 42

4.2 Objective one; the forms of training used in the banking industry in Lusaka Zambia

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4.3 Employee performance 45

CHAPTER FIVE 52

DISCUSSIONS, CON LUSIONS AND RECOMMENDATIONS 52

5.0 Introduction 52

5.1 Discussions 52

5.1.1 Objective one; the forms of training used in the banking industry in Lusaka

Zambia 52

5.1.2 Objective two; how on-job training affects employee performance 53

5.1.3 Objective three; examining how off job training affects employee performance 53

5.1.4 Objective four; examining the relationship between training and employee

performance 54

5.2 Conclusions 55

5.3 Recommendation 55