Training and Employee’s Performance in World Food Programme in Uganda

ABSTRACT This study on Training and Employee’s performance world food program Uganda was conducted with the main purpose of establishing the relationship between training and employee’s performance. The researcher carried out this study while being guided by five research objective: To determine the respondents profile in terms of gender, age, level of education, type of employment and years of service, to establish the relationship between the need for skill training and employee performance in world food program Uganda, to determine the different kinds of training methods and employees performance to establish the relationship between training evaluation and employee performance in world food program Uganda, and to establish whether the level of employee performance in world food program Uganda differs according to the profile variables. Literature on the study variables suggests that needs for skill training cannot solely motivate employees but a mix of methods in training on. So if properly integrated in world food program Uganda total training skills of employee performance would be achieved. The study employed both descriptive and correlation research designs. The population of this study was characterized by Human Resource personnel, administrators, staffs, customers, and other stake holder chosen basing on the departments where they belong and length of service. Stratified random and purposive sampling techniques were also used to obtain 175 respondents that acted as sample size. The research findings revealed that the need for skills training, different training methods and evaluation of training have got a significant relationship with employee performance. Findings further revealed that male and female employees in world food program in Uganda are trained at different levels regardless of their differences in age, level of education, type of employment and years of service. The researcher recommends that there should be a unified system of ensuring that all workers get equitable training and benefits in order to eradicate the prevailing de-motivation arising of training and benefits differentials among employees of the same rank and qualifications and in the same geographical areas though in different departments. Furthermore the institution should review its training polices in comparison with agency