IMPACT OF TRAINING AND DEVELOPMENT ON THE PERFORMANCE OF ADMINISTRATIVE STAFF IN THE PUBLIC SECTOR ORGANISATIONS
Background of the Study
Staff training and development has been identified by various scholars to be very crucial to an organization and its effectiveness. In the light of the above, organizations are therefore encouraged to train and develop their staff to the maximum of their ability in order to enhance their effectiveness. Employee training and development are typically associated with the improving of the performance, knowledge and skills of employees in their present job position. Armstrong (2001) sets out three specific training objectives to the employees. The first objective is to develop the competences of employees and improve their performance. Second objective is to help people grow within the organization in order that, as far as possible, its future needs for human resources can be met from within the organization, and the third one is to reduce the learning duration for employees starting in new jobs on appointment, transfer or promotion, and ensure that they become fully competent as quickly and economically as possible.
It is very important therefore for the organization to offer systematic training and career development programs for their employees. Training has been recognized to help employees in their current jobs and help meet current performance requirements by focusing on specific skills required for the current need. Its benefits may extend throughout a person’s career and help develop that person for future responsibilities.
Training is very crucial to any public sector organization to improve the performance and competence of its employees. According to Ngirwa (2009), if an organization wants to remain competitive it has no choice but to train their employees. The amount, quality and quantity of employee training carried out vary extremely from organization to organization. Cole (2002), identified factors which influence the quantity and quality of employee training and development activities like; the degree of change in the external environment, the degree of internal change, the availability of suitable skills within the existing staffs and the extent to which management see training as a motivating factor in work. Therefore, the study wills examine how the training and development program is being provided to the administrative staff cadres and how it affects their performance of work.
Statement of the problem
It has been recognized that training and development programs improve knowledge, skills and the capacity of an individual for doing a particular job. Most of the public sector organizations in Zanzibar have special units or sections which provide staff training and development so as to cope with the constantly changing demands of the
work environment. The Second Vice President Office is among the organizations which organize training and development activities to their employees in almost every year.
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