Abstract

The main objective of this dissertation is to investigate the effect of training on employees Commitment. The specific objectives of the study was 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 it’s 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 organisations 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 theorised 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 employees 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 a 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, organisations 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.

According to Kiweewa and Asiimwe (2014), employee training has gain momentum due to the benefits realized in enhancing employee performance and meeting organizational objectives. Organizations have been organizing training to help employees improve and upgrade their level of knowledge and skills to effectively deliver in their work and the way of handling guests (Tahir, Yousafzai, Jan, & Hashim, 2014). Employee training is an indication that organization is committed to make employees more productive which in return makes employee more committed to the organization and in performing (Foote et al., 2017).

According to Manene (2016), employees are imminent assets in an organization and organizational achievement relies on their involvement to boost innovation, creativity, commitment and behavioural change in an organization. In a study conducted in United States of America (USA) firms by Poole (2018) reveals that it is difficult to quantize the dominion of workers involvement at workplace stations however their participation stirs up their commitment which help organization achieve optimal results. Poole (2018) also noted that the solution to overcome labour turnover in an organization is to consider Employee Participation (EP) to retain top talented employees who will contribute to the organizational performance.

Jinis (2014), did a study in Netherlands and noted that organizations have acknowledged that organization performance can be achieved by involving employees in planning and implementation, strategy development and decision making that sparks and boosts employee attachment to the organization and transforms employees affective and continuance commitment. Similarly, a case study conducted among Dutch metal workers indicated that employees’ involvement had led to employees committed to their daily course of actions and emotionally attached to the organization.

These continuance course of action and emotional attachment had been reinforced by employees training and their participation in organizational functions which had positive response on the production of quality metal products which reflected on the sales increment (Meyer, 2015).

There have been evolutional changes in the way of doing business a as businesses strive to offer exemplary services to their customers. This has forced nizations to train employees to adapt to the new changes to the business environment with an aim of improving their skills and become more committed to their job through skills and knowledge upgrade (Nawaz, Masoodul, & Saad, 2014).

According to Pomoni (2019) in a study conducted in Britain noted that employees were trained on globalization, technological changes, issues noted in the organization through continuous assessment and employee’s participation on areas they feel they require training.

According to McClelland (2016) in a study conducted in United States of America noted that employee training is a key role of Human Resource Management (HRM) in adding value to the employees’ professionalism and enhancing their competitiveness. Having observe the business climate, the HRM organize training programs that will suit the organizational needs and solve the problems noted while employees performing their daily task.

When employees are trained, they are given assurance and instilled confidence while performing their job hence making employees more committed to job. Hotel industry offer training to their employees based on food hygiene, presentation of food to customers, welcoming and handling customers, communication, design and presentation of menu, technological changes and employee responsibilities (May, 2017).

According to Lin, Chen, and Chuang (2017) in a study conducted in China, the morale and motivation of the employees are improved when they are offered training to improve their skills and knowledge while performing their daily tasks. Managers have noted that the only way to make employees more competitive and deepen their employee commitment is through training, improving work environment and offering employees tools of work.

Organizations are investing on their employees through training to enhance and upgrade their knowledge and skills with an aim to improve employee productivity, changing their attitudes, cope with uncertainties and more so make employees more committed (Elnaga  & Imran, 2017).

The training has been positively associated with employee training. Employee training is a key role of Human Resource Management (HRM) in adding value to the employees’ professionalism and enhancing their competitiveness. Having observe the business climate, the HRM organize training programs that will suit the organizational needs and solve the problems noted while employees performing their daily task. When employees are trained, they are given assurance and instilled confidence while performing their job hence making employees more committed to job. Hotel industry offer training to their employees

1.2 Statement the Problem

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 it’s 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.

1.3 Research Questions

1.3.1 Main Research Question

What is the effect of training on employee’s commitment in CDC Cameroon?

1.3.4 Specific Research Question.

1. What influence do job training methods have on employees’ commitment to CDC Cameroon?
2. What is the effect of off the job training does on-the-job training have on employee commitment in CDC Cameroon?

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