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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




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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