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Download the complete Business Administration and Management project topic and material (chapter 1-5) titled EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE. (A CASE STUDY OF UGANDA) here on PROJECTS.ng. See below for the abstract, table of contents, list of figures, list of tables, list of appendices, list of abbreviations and chapter one. Click the DOWNLOAD NOW button to get the complete project work instantly.

 

The Project File Details

  • Name: EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE. (A CASE STUDY OF UGANDA)
  • Type: PDF and MS Word (DOC)
  • Size: [724 KB]
  • Length: [59] Pages

 

 

 

CHAPTER ONE

INTRODUCTION

 

There is no doubt that organizations worldwide are striving for success and out-competing those in the same industry. In order to do so, organizations have toobtain and utilize her human resources effectively. Organizations need to beaware of face more realistically towards keeping their human resources up-to-date. In so doing, managers need to pay special attention to all the core functions

 

of human resource manangement as this plays an important role in different

 

organizational, social and economically related areas among others that are

 

influential to the attainment of the organizational goals and thus organizations

 

successful continuation in the market. This study, therefore, goes on to discuss

 

one of the core functions of human resource which is training, employee

 

performance, and how the earlier affects the latter.

 

This chapter is divided into four sections, which will give the reader a comprehensive

 

overview of the study. The first section presents the subject matter by presenting the

 

background of the study. This is will be followed by the statement of the research

 

problem and the purpose of the study. Finally, the last section presents an overview of

 

the progress of the rest of study.

 

1.1                                 Background of the Study

 

Organizations are facing increased competition due to globalization, changes in

 

technology, political and economic environments (Evans, Pucik & Barsoux 2002,

 

32) and therefore prompting these organizations to train their employees as one of

 

the ways to prepare them to adjust to the increases above and thus enhance their

 

performance. It is important to not ignore the prevailing evidence on growth of

 

knowledge in the business corporate world in the last decade. This growth has not

 

only been brought about by improvements in technology nor a combination of

 

factors of production but increased efforts towards development of organizational

 

human resources. It is ,therefore , in every organizations responsibility to enhance

 

the job performance of the employees and certainly implementation of training

 

10

 

and development is one of the major steps that most companies need to achieve

 

this. As is evident that employees are a crucial resource, it is important to

 

optimize the contribution of employees to the company aims and goals as a means

 

of sustaining effective performance. This therefore calls for managers to ensure an

 

adequate supply of staff that is technically and socially competent and capable of

 

career development into specialist departments or management positions (Afshan,

 

Sobia, Kamran & Nasir 2012, 646).

 

The question that may arise in many instances is why human resources are

 

important. Bearing in mind that human resources are the intellectual property of

 

the firm, employees prove to be a good source of gaining competitive advantage

 

(Houger 2006), and training is the only way of developing organizational

 

intellectual property through building employees competencies. In order to

 

succeed. Organizations have to obtain and utilize human resources effectively.

 

Organizations ,therefore, need to design its human resource mananagement in

 

ways that fit into the organization’s structure as this it will make the organizations

 

achieve their goals and objectives. Moreover, it is also important for organizations

 

to assist their workforce in obtaining the necessary skills needed and, increase

 

commitment. The management of human resources in Africa in general and

 

Uganda in particular is rather challenging as most organizations have difficulties

 

finding proper human resources. This may partly be  a result of the different kinds

 

of problems, for example, political instability, corruption, bureaucracy, poor

 

infrastructure, low levels of education and purchasing power, diseases and famine

 

known to prevail in the African business context (Kamoche 2002, 994 – 995

 

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