the effect of on the job trainning to employee performance
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the Study
Training is the impartation of skill, competence, know-how or ability to accomplish tasks or a specific one (Heathfield, 2013). Training is also defined as the development of the individual to be able to apply knowledge and skill in accomplishing tasks (Allotey, 2013). In the field of job, training is the impartation of skill, knowledge and ability to undertake one’s job roles or activities relating to one’s job. In this case, training is an avenue used to upgrade or advance the skills and competences of an employee, purposely to improve his or her performance. Training makes it possible to introduce employees to what they do not know or what they know but needs to be mastered by them.
Training in the labour market has many minor objectives. The basic objective for training is however to develop new skills and competences in employees or to upgrade or advance existing skills and competences in them, with the aim of enhancing the performance of employees on their job roles (Heathfield, 2013). Training is a means to introduce employees to safety precautionary measures of their roles (Adiele, 2009). Training enhances organisational image, creates customer satisfaction and boosts productivity. Training is a platform for management to introduce employees to new policies and the approach to specific projects.
An organisation can undergo all kinds of training. Training could be domestic, corporate or in-house (Sultana, Irum, Ahmed and Mehmood, 2012). Meanwhile, there are two main categories of training. The first has to do with training for newly hires or new employees and the second is training for existing (already-employed) workers, which is termed “on-the-job training” (Sultana et al., 2012; Heathfield, 2013). On-the-job training involves the impartation of skills and competences in existing workers or the advancement of these skills and competences (Heathfield, 2013). The general role is to introduce
1.0 INTRODUCTION
1.1 Background of the Study
Training is the impartation of skill, competence, know-how or ability to accomplish tasks or a specific one (Heathfield, 2013). Training is also defined as the development of the individual to be able to apply knowledge and skill in accomplishing tasks (Allotey, 2013). In the field of job, training is the impartation of skill, knowledge and ability to undertake one’s job roles or activities relating to one’s job. In this case, training is an avenue used to upgrade or advance the skills and competences of an employee, purposely to improve his or her performance. Training makes it possible to introduce employees to what they do not know or what they know but needs to be mastered by them.
Training in the labour market has many minor objectives. The basic objective for training is however to develop new skills and competences in employees or to upgrade or advance existing skills and competences in them, with the aim of enhancing the performance of employees on their job roles (Heathfield, 2013). Training is a means to introduce employees to safety precautionary measures of their roles (Adiele, 2009). Training enhances organisational image, creates customer satisfaction and boosts productivity. Training is a platform for management to introduce employees to new policies and the approach to specific projects.
An organisation can undergo all kinds of training. Training could be domestic, corporate or in-house (Sultana, Irum, Ahmed and Mehmood, 2012). Meanwhile, there are two main categories of training. The first has to do with training for newly hires or new employees and the second is training for existing (already-employed) workers, which is termed “on-the-job training” (Sultana et al., 2012; Heathfield, 2013). On-the-job training involves the impartation of skills and competences in existing workers or the advancement of these skills and competences (Heathfield, 2013). The general role is to introduce
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