On Job Training and Employee Performance A Case Study of Kotido Municipality, Kotido District, Karamoja Sub-Region-Uganda

ABSTRACT 

The research titled as on job training and employee performance a case study of Kotido Municipality in Kotido district Karamoja sub ~region. The researcher used the following objectives research on his search for relevant inf:ormation. To examine the employees on job training in Kotido Municipality in Kotido district, to find out the employee performance in Kotido Municipality in Kotido district, to establish the relationship between employee on job training and performance in Kotido Municipality in Kotido district. The research was carried out basing on the descriptive survey design because the research seeks views and opinions of the respondents. Cross sectional survey design was used because the researcher carried out research at once. The researcher also used the qualitative and quantitative approaches during the research. The findings revealed that relationship between on job training and employee performance as illustrated four (table 13). The biggest number of employees who responded showed that the employees who work after on job training experience job satisfaction, collaboration with others have increased pride and). Well trained employees were committed and believed in the mission, vision and values as well as the goals of the organization. Lack of employee absenteeism: low employee productivity and its high labour turnover (Human Resource Performance Report. 2009). Huselid (2005) observes that in order to improve performance of a workforce, employers should provide on job training programs. This is because organizational changes as well as external forces such as globalization may create difficulties at the workplace. Other factors such us workforce diversity are at play in telecommunications sector and this has a heavy bearing on employees’ day to day wellbeing (Morgan, 2009). Against this background, there is a need to find out whether without considering other factors, on job training improve employee performance or not Performance is how well an employee can perform his! her jobs (Schuler, 1995). A high performance team! individual makes good use of time, skills, abilities, and knowledge and knowledge as well as making effective use oftin organization s resources (Oliver5 1991). In order to achieve this, management has to use various method of on job training and skills development which are relevant to the on job training needs of the employecs and the overall goals of the organization.

TABLE OF CONTENTS

DECLARATION

APPROVAL ii

DEDICATION iii

ACKNOWLEDGEMENT

LIST OF ABBREVIATIONS v

LIST OF TABLES ix

ABSTRACT x

CHAPTERONE ~ r

SCOPE OF THE PROBLEM 1

1.0 Introduction 1

1.1 Background of the study 1

1.2 Statement of the problem 3

1.3 Purpose of the study 4

1.4 Objectives of the study 4

1.5 Research Questions 4

1.6 Scope of the study 4

1.6.1 Content Scope 4

1.6.2 Geographical Scope 5

1.6.3 Time scope 5

1.7 Significance of the Study 5

1.8 definitions of key terms 5

1.9 Conceptual frame work 7

CHAPTER TWO 8

LITERATURE REVIEW 8

2.0 Introduction 8

2.1.1 Methods used in employee on job training 8

2.2 The impacts of on job training on the employee performance 10

2.3 Relationship between employee on job training and performance among employees 12

CHAPTER THREE .14

METHODOLOGY .14

3.0 Introduction 14

3.1 Research Design 14

3.2 Study Area 14

3.3 Sample size 14

3.4. Sample Techniques 15

3.5 Data collection technique/method 16

3.5.1 Questionnaires 16

3.5.2 Interviews 17

3.5.3 Observation 17

3.5.4 Documentary Reviews 17

3.6 Data quality control 17

3.6.1 Validity of instrument 17

3.6,2 Reliability of instrument 17

3.7 Data processing and analysis 18

3.8 Limitations of the study 19

CHAPTER FOUR 20

PRESENTATION, INTERPRETATION AND DISCUSSION OF THE FINDINGS 20

4.0 Introduction 20

4.1 Findings on what the respondents offered 20

Researcher’s sampled questionnaire 24

4.2 Level of employee on job training in Kotido Municipality in Kotido district 24

CHAPTER FIVE 32

DISCUSSION, CONCLUSION AND RECOMMENDATIONS 32

5.1 Introductions 32

5.2 Discussion of the findings 32

5.3 CONCLUSION 33

5.4 RECOMMENDATIONS 33

REFERENCES 35

APPENDICES: QUESTIONNAIRE .37

RESEARCH TIMETABLE! WORK PLAN 48

THE PROPOSED BUDGET FOR THE STUDY 49