Abstract

The purpose of this study was to explore the effects of training on workers performance in the Cameroon Development Corporation. The study was guided by the following research questions. What is the effect of on the job training on workers performance? What is the effect of off the job training on workers performance?

A survey research design was used for this study, the survey was appropriate for this study because it allowed investigation of possible relationship between the variables as well as collection from broader category and comparisons between variables. The study population was 90 and the sample size was 40. Random sampling technique was used and data was collected by use of questionnaires.

On the job training methods that were used to assess this study are job rotation, coaching, monitoring, apprenticeship and job instructional techniques and off the job training methods that were used to assess this study are conference, training institution, lecture method, stimulation method, role playing method, vestibule training method and case study method. The performance of works in this study was measured through their: delivery speed, efficiency, effectiveness and quality of output.

This study conclude the different methods of training does not influence workers performance and the study recommends that the Cameroon Development Corporation should not only focus on training but they should look at how they motivate their workers, the kind of work load that workers carry out, they should also check if workers are satisfied when carrying out their task and try to fulfill this requirements so that workers can be more productive.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Organizations are facing changes around the world due to corporate changes, organizations including the Cameroon Development Corporation (CDC) understand that for them to carry out their activities well in the organization and also maintain a competitive edge in the market requires investment on employees so that they should be well equipped with the right skills which are acquired through intensive training.

Training is the act of increasing the knowledge and skills of workers for doing a particular job (Edwin B. Flippo, 1984). Training has helped workers to meet up with their current performance requirement by focusing on specific skills required for current need, its benefit may also extend through out a worker’s career and help develop a worker for future responsibilities.

Training can also ensure that the workers can adapt to new technology in an organization and also maintain competent staff in the work force. An organization will find it difficult to maintain a competent staff in its payroll if training of its workers is not considered as a priority. This will ultimately hinder the achievements of organizational goals.

Organizations around the world including the Cameroon Development Corporation require their workers to have the capacity to accomplish goals that justify their wages. If an organization does not obtain the desired or the expected output from its workers, they will employ individuals who meet those expectations or implement strategies that ensure poorly performing employees meet performance expectations. And training is the preferred solution (Onassanya, 1999). Workers gain knowledge, skills and abilities to changing their behavior and attitude during training which can produce high quality results for the organizations (Ahmed and Yohanna 2014).

In this age of technological advancement, changing is reoccurring and a persistent factor. As a result, organizations must ensure training is consistent in order to tackle the challenges that arise from political, financial, societal and pioneering changes in the environment (Buckley and Capel 2009).

For organizations to survive, grow and develop they must therefore, increase their capacity to adjust to the external and internal needs that occur as a result of these changes. Organizations are now experiencing significant changes as a result of innovation, rapid evolution of knowledge, globalization of businesses. Therefore, it is relevant for organizations to figure out ways to attract, maintain and encourage their skilled workforce for improved performance. This is because the human factor has plays an important role in reaching organizational goals (Gberebie, 2010)

Due to the increase in global completion, the Cameroon Development Corporation must find ways to reduce their expenses while improving quality, delivery speed and adaptability. In this new age, it is also essential that improvements not only focus on output and feasibility of technical processes but also on the employees who execute them. It has therefore become increasingly important for employees to adapt to change quickly, while staying competent and motivated (slomp 2007)

To maintain a work force that can effectively manage a diverse customer base and ever changing technology in the industry, training becomes a necessity. This research seeks to find out if training is a culture and its effect on workers and the overall workers performance. The effect of training on worker’s performance is a critical area of interest for employers and researchers alike.

Training is an essential means of equipping employees with new skills, knowledge, and behaviors that promote efficiencies and productivity in the workplace. As technologies continue to evolve, industry competition intensifies, and consumer expectations increase, the need for highly skilled, agile, and adaptable employees has become increasingly important. Therefore, it is essential to understand the impact of training on worker’s performance in various aspects of the organization such as job satisfaction, communication, and teamwork among others.

In today’s highly dynamic business environment, employers strive to maximize employee productivity and minimize turnover rates while maintaining high levels of quality and customer satisfaction. Training programs, whether formal or informal, are a significant investment for employers, both in terms of cost and time. Therefore, understanding the impact, effectiveness, and efficiency of employee training is essential.

Studies have shown that training contributes to improved worker productivity, job satisfaction, and work motivation. However, the magnitude of these benefits and how they translate into improved organizational performance can vary depending on several factors. These factors may include the type of training offered, the training delivery methods, employees’ learning styles, and the organizational culture, among other factors.

Therefore, this study aims to investigate the impact of training on workers’ performance, and the factors that influence the effectiveness of training programs. The study will seek to examine how various types of training influence different aspects of worker performance and how organizations can leverage training programs to optimize productivity and organizational performance.

Ultimately, this research aims to make a significant contribution to the understanding of the relationship between training and worker performance and provide insights for HR professionals to design and implement effective training programs.

1.2 Statement of the problem

Training is an activity planned in a systematic fashion that results in a high level of enhanced skills and knowledge that is necessary for workers to effectively and efficiently perform their task (Smith and Mills, 1991). Training play a vital and important role in the Cameroon Development Corporation in the modern world.

However, training has been affected by economic challenges which have made training to be in a state where the Cameroon Development Corporation mostly fines it difficult to finance the training of their workers. As a result, this organization is forced to cut down training budgets as one of the first line of items to reduce expenses. This means that the giant ideas about continuous learning and development of professional workers have to give way to concrete justification with conveying evidence that they will deliver bottom- line results and contribute to the achievement organizational objectives (Kirkpatrick, 2016)

The current economic challenges and crisis in the training world can result in low level performance and the output of workers. The Cameroon Development Corporation have incurred many losses due to wastage arising from mistakes made by workers who lack the specific skills needed to perform their jobs effectively. Also, lack of training has caused Many job dissatisfaction of workers.

Training has not been given the necessary attention it deserves for the past years and has caused workers performance to be very low over the years in the Cameroon Development Corporation. And because of these poor performances of workers, it has caused this organizations to record poor productivity in their services, and because of low productivity in the organization there is also low income generated. That is why this study is aim to identify the effects of training on workers performance in the Cameroon Development Corporation.

The effect of training on workers performance is a topic that has been of concern to organizations and researchers alike for many years. The main problem that this thesis seeks to address is the need for organizations to enhance the skillset and knowledge base of their employees in order to improve overall performance, while at the same time minimizing costs and time invested in training programs.

With the ever-changing business landscape and increasing competition, organizations must remain agile and responsive to change in order to remain competitive. One of the most effective ways of doing this is through training programs that enable employees to acquire new skills and knowledge.

However, despite the benefits of training programs, many organizations struggle to develop effective training programs that meet the needs of their employees and align with their overall business objectives. In addition, the effectiveness of training programs is often difficult to measure, making it a challenge for organizations to justify the investment in training to their stakeholders. Another problem is that not all employees respond to training in the same way. This is due to a variety of reasons such as learning styles, motivation, and cognitive ability, among others. There is also a need to determine the most appropriate training methods that would produce the desired results.

Historical data reveal that many training programs might not achieve their objectives, and the overall question of how much of an impact on performance training has should be analyzed. As such, this thesis seeks to examine the impact of training on workers performance, the factors that contribute to the effectiveness of training, and the most appropriate training methods that result in optimal outcomes in order to form a comprehensive understanding of the relationship between training and performance.

Ultimately, the aim of this thesis is to provide organizations with insights into how to design and deliver effective training programs that can improve the performance of their workforce and help them achieve their business objectives. By identifying the key factors that contribute to the effectiveness of training, organizations can make informed decisions about the type of training that will best meet their needs, and ensure that adequate monitoring mechanisms are in place to provide feedback and measure the effectiveness of training.

1.3 Research Questions

1.3.1 Main Research Questions

What is the effect of training on worker’s performance?

1.3.2 Specific Research Questions

1. To what extent does on-the-job training affect worker’s performance of C.D.C Credit Union Bota Limbe?
2. What is the effect of off-the-job training on worker’s performance of C.D.C Credit Union Bota Limbe?

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