Chapter Three: Research Methodology

3.1 Introduction

The objective of this research is to examine the influence of training

programs on employee productivity within a private company in Hargeisa,
with a specific focus on the Somali Business Initiative (SBI). To achieve this
objective, it is essential to employ a robust research methodology that
ensures the collection of reliable and valid data, facilitating a comprehensive
analysis of the relationship between training programs and employee
productivity.

This chapter outlines the research design, population and sampling

techniques, data collection methods, and data analysis procedures used in
this study. It begins by discussing the research design, which incorporates
both quantitative and qualitative approaches to capture a holistic view of the
training programs' impact. Following this, the research setting and the
rationale for selecting SBI as the case study company are described. The
chapter then details the target population and the sampling techniques
employed to ensure a representative sample.

Finally, the chapter outlines the data analysis methods, including statistical
analysis for quantitative data and thematic analysis for qualitative data, and
discusses the measures taken to ensure the validity and reliability of the
research. The limitations of the study are also acknowledged, providing a
transparent account of potential constraints that may affect the findings.

3.1 Research Design

3.1.1 Quasi-Experimental Design

A quasi-experimental design will be employed in this study to evaluate the

influence of training programs on employee productivity at the Somali
Business Initiative (SBI) in Hargeisa. Unlike true experimental designs, quasi-
experiments do not involve random assignment to treatment and control
groups. Instead, they utilize existing groups while attempting to control for
confounding variables.

3.1.2 Rationale for Using Quasi-Experimental Design

- Practicality: Random assignment is often impractical in organizational

settings. Employees cannot be randomly assigned to training programs as
participation is often determined by organizational needs and individual
career development plans.

- Real-world Application: Quasi-experimental designs allow for the

examination of training program impacts in naturalistic settings, reflecting
real-world conditions more accurately.

- Control of Confounding Variables: By using matched groups or statistical

controls, quasi-experiments can provide robust findings despite the lack of
randomization.

3.2 Target Population

The target population for this study comprises all employees of the Somali
Business Initiative (SBI) in Hargeisa. This includes individuals across various
departments, roles, and levels of seniority within the organization. The target
population is chosen to provide a comprehensive understanding of the
impact of training programs on employee productivity across the entire
company.

3.3 Sample Size and Sampling Procedures

3.3.1 Determining the Sample Size

Determining an appropriate sample size is crucial for ensuring that the study
results are statistically significant and representative of the target
population. For this study, the following factors were considered to
determine the sample size:

- Population Size: The total number of employees at the Somali Business

Initiative (SBI) in Hargeisa is approximately 500.

- Confidence Level: A 95% confidence level is chosen, indicating that we

can be 95% certain that the sample accurately reflects the population.

- Margin of Error: A margin of error (or confidence interval) of 5% is

selected, meaning the true population parameter will be within ±5% of the
sample estimate.

Thus, the required sample size is approximately 192. However, to ensure

manageability and considering possible non-responses or incomplete
surveys, a sample size of around 100 is targeted, as it balances statistical
rigor with practical feasibility.
3.3.2 Sampling Technique

To ensure the sample is representative of the entire SBI employee

population, a stratified random sampling technique is employed. This
technique involves dividing the population into homogenous subgroups
(strata) and then randomly selecting samples from each stratum.

Steps in Stratified Random Sampling

1. Identify Strata: The population is divided into distinct strata based on

key characteristics relevant to the study. For this research, the strata
include:

- Department: Marketing, Finance, Human Resources, Operations,

Customer Service, etc.

- Role/Position: Entry-level, middle management, senior management.

- Length of Service: Less than 1 year, 1-3 years, more than 3 years.

2. Determine Sample Sizes for Each Stratum: The sample size for each
stratum is determined proportionally based on the size of the stratum
relative to the overall population. For example, if 20% of employees are in
the Marketing department, then 20% of the sample should be drawn from
this department.

3. Random Selection: Within each stratum, employees are randomly

selected to participate in the study. This ensures that every employee within
a stratum has an equal chance of being included in the sample.

3.4 Data Collection Tools

Effective data collection tools are crucial for gathering accurate and
comprehensive data to address the research objectives. In this study, a
combination of surveys and interviews will be used to collect both
quantitative and qualitative data. These tools are chosen to complement
each other, providing a holistic view of the impact of training programs on
employee productivity at the Somali Business Initiative (SBI) in Hargeisa.

3.4.1 Survey Questionnaire

Purpose: To collect quantitative data on employee productivity and

participation in training programs.

Design:
- Structure: The survey is structured with closed-ended questions, including
multiple-choice, Likert scale, and demographic questions.

3.4.2 Interview Guide

Purpose: To collect qualitative data on the experiences and perceptions of

employees and managers regarding training programs and their impact on
productivity.

Design:

Participants' availability.

- Recorded with consent and transcribed for analysis.

3.4.3 Company Records and Documents

Purpose: To supplement primary data with objective information on

employee performance and training program details.

3.6.4 Data Collection Procedures

1. Preparation:

- Finalize survey and interview questions.

- Obtain ethical approval and informed consent from participants.

- Coordinate with SBI management to schedule data collection.

2. Survey Distribution:

- Physical surveys distributed to employees without access to digital

platforms.

- Follow-up reminders to encourage participation.

3. Conducting Interviews:

- Schedule interviews at convenient times for participants.

- Use a semi-structured interview guide to ensure consistency while

allowing for in-depth exploration.

- Record interviews with participants' consent and ensure confidentiality.

4. Document Analysis:
 - Review and analyze relevant company records and documents.

- Extract relevant data on training programs and employee performance.

3.7.4 Document Analysis

1. Accessing Company Records:

- Work with SBI’s HR and training departments to obtain relevant

documents, such as performance reviews, training attendance records, and
training program materials.

- Ensure that all documents are anonymized to protect employee identities

and maintain confidentiality.

3.6 Source of Data

In this study, data will be collected from multiple sources to provide a

comprehensive understanding of the influence of training programs on
employee productivity at the Somali Business Initiative (SBI) in Hargeisa.
Utilizing various data sources ensures the validity and reliability of the
findings through triangulation.

3.6.1 Primary Data

Primary data will be collected directly from the participants through surveys
and interviews. This data will provide firsthand information on the
perceptions, experiences, and outcomes related to the training programs at
SBI.

Surveys

- Participants: A stratified random sample of 100 employees from different

departments, roles, and experience levels at SBI.

- Content: The survey will include questions about demographic

information, participation in training programs, productivity metrics, and
feedback on the training programs.

- Purpose: To quantify the relationship between training program

participation and employee productivity, and to gather general feedback on
the training programs.

Interview
- Participants: A purposive sample of key informants, including managers,
HR personnel, and selected employees who have undergone training
programs.

- Content: The interview guide will cover topics such as personal

experiences with training programs, perceived impact on job performance,
challenges faced during training, and suggestions for improvement.

- Purpose: To gain in-depth insights and contextual understanding of the

impact of training programs on productivity from multiple perspectives
within the organization.

3.6.2 Secondary Data

Secondary data will be obtained from existing company records and

documents related to training programs and employee performance. This
data will help to corroborate the findings from the primary data and provide
an objective measure of training effectiveness.

Company Records and Documents

- Performance Reviews: Historical performance evaluations of employees,

providing data on productivity metrics before and after participation in
training programs.

- Training Attendance Records: Records of employee attendance in

various training programs, detailing the type, duration, and frequency of
training.

3.7 Ethical Considerations

Conducting research in a manner that respects the rights and dignity of all
participants is paramount. This section outlines the ethical considerations
and the steps taken to ensure that the research adheres to ethical standards
and practices.

3.7.1 Informed Consent

Objective: Ensure that all participants are fully aware of the nature,
purpose, and implications of the study before agreeing to participate.

- Confidential Reporting: Report findings in a manner that does not reveal

the identities of individual participants. Use aggregated data and
anonymized quotes to illustrate key points.
3.7.2 Cultural Sensitivity

Objective: Respect the cultural norms and values of participants,

particularly given the local context of Hargeisa.