Abstract

The main objective of this dissertation is to investigate the effect of training on employees Commitment. The specific objectives of the study were to examine the effect of training on employees Commitment.

The case study approach was used to conduct this study. The methodology of this study was both qualitative and quantitative and this permitted the researcher to collect information using both primary and secondary sources.

The simple random sampling technique was used with a sample size of 30 employees from Cameroon Development Corporation. Percentages and tables were used in analyzing the data and the hypothesis tested with use of the chi square method.

From the data gathered, there was a positive significant effect of training on employees Commitment in CDC. The Researcher recommended that CDC should endeavor to train its employees so that they will improve on their Commitment level.

CHAPTER ONE

INTRODUCTION

 1.1 Background to the study

Training is a tool that can assist organizations in building a more committed and productive workforce by helping to establish employee Investment, reciprocity, identification and by limiting alternative employment options, an effective training program can lead to greater commitment and less employee turnover. The study by Owens theorized that employee’s in training initiatives will account higher levels of commitment and will be less likely to consider turnover. The research confirmed the theory that training positively impacts on turnover and commitment which in turn boosts employee performance. Training for relevant capacity is a prerequisite and vital condition for employee’s commitment in a job. The current research primarily focuses to examine the impact training on employee commitment and to analyze the mediating effect of job satisfaction on the association of these two variables.

There are several factors that causes or that bring about training employees’ commitment and these factors play a major role in affecting the productivity and the efficiency of an organization. One of the major causes for effecting training on employee’s commitment is salary. Salary is the most motivating factor for both the organization and the employee because the organization won’t want to waste their money and resource on an employee who does not know the systems of operations in the organization but has the skills for the work. Here, it’s not about skills but about knowing the aim, objectives and details of operation in a specific organization. Most times salary is seen also as a motivating factor not just for training but for potential output. The past success of the company is also a cause of effect of employees commitment, organizations who has been known for its outstanding performance and productive workforce will not take chances of just looking at the paperwork presentation of the employees especially newly recruits rather they will maximize the time of engaging them in the organization training system to improve or maintain the success and skills of both the organization and the employee or trainee.

Though in CDC, the above information about the impact of training is true, technically it’s not an approach used by everyone because we live in an advanced and more technological world and people mindset or level of awareness differ and it brings a lot of arguments and debates on the effect of training on employees commitment and if there’s necessity for it to be carried out or not.

1.1 The Problem Statement

Training has a major effect on every employee and since the employees are the most important factor to an organization it’s going to enable the organization increase in its productivity but since employees most times think the company can do without them or some of them think the training is not needed based on their academic qualifications and environmental standards. Employees sometimes come from edible and work efficient environments which makes them less interested in training.

Increase in productivity is when the production scale is expanding due to more eligible workforce and it also improves efficiency and productivity of employees, efficiency is the quality ability of a skill and training sharpens those abilities for high productivity though in some cases Training may not basically be the primary room for an efficient output.

Training only reveals the quality and quantity performance of an organization and an employee and if the employee is up to task but nevertheless an employee who is desperate can take the training because of the job in waiting and finally when he gets the job all the training lessons become norm due to the fact that his focus was not on the training but on the job.

Training can impact an organization positively and negatively, it is based on the employee’s mind scope of work because the operations scope will be widen and more skills will be attained but negatively in the sense that the employee can wish to leave after acquiring better skills for another organization or an employee may misuse the skills learnt by applying it to the wrong system or application. No matter how the organization put in resources to train a worker, he or she goes to learn more skills and experience in a training ground, if the reasons for the training are not well structured then the validation of the training will be questionable in the field just like it’s very important to train by other employees due to the fact that there is no professional pressure. When it comes to productivity especially to the business environment, Training is important to an organization when the employees are motivated from within to do the job as well as some employees may not see it relevant Enough to do so since they can learn in the process of service not in training. So, in this case, more discoveries will be made known in the residing findings. The following research questions were asked to guide the study

– To what extent does training has on employee’s commitment

– Impact of training on employee’s commitment

– To what extent did the previous contributors have an effect on research

1.2 Objective of the study

The main objective of the study is to bring out the necessity for training and its effect to workers commitment in an organization (Cameroon Development Corporation).

In order to answer the above question, the researcher designed the following specific objectives.

• To examine the effect of training on the commitment of employees.

Hypothesis

The following hypothesis were stated in the null and alternative form to guide the study

Ho: Training does not have a significant effect on employees’ commitment

H1: Training has a significant impact on employees’ commitment

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