1.

RESEARCH PROBLEM

An Assessment of the influence of Training on Employees’ Performance.

Case study of MTN Cameroon, Bamenda

a) Problem Statement

There is almost a general agreement in management theory by Taylor et al (1990) that

employees are a strategic resource of an organization. Human capital is the knowledge, skills
and experience of an organizations people. Overall training impacts organizational
competitiveness, revenue and performance. This is supported by Panagiotakopoulous (2011),
that improving human capital is therefore essential to strategies for increasing productivity,
innovation, competitiveness and high performance in the organization.

The effect of training on employees and the organizational performance may be both direct
and indirect. Sahinidis et al (2008), note that directly the role of training programs is seen as a
measure of improving employee’s capabilities and organizational capabilities. While
indirectly employees will be able to handle both current and future issues.

But not everyone buys the idea of employees being a strategic resource of an organization.
King et al (2013), noted there is a belief that small firms are poor or reluctant trainers. This is
because training entails cost which is long-term investment. Usually no one can predict what
can happen in the future for example death or illness, thus it is better to employ already
trained and experience employees.

Also we could have instances of risk of brain drain, the purpose of an enterprise to invest in
training so as to increase its human capital strategy and create economic benefits and
employees flowing out of the organization after being trained will certainly make the
enterprise unable to get back its investment and create a heavy loss of manpower and
physical resources.

Long training programs turn to be a wastage of time and we all know that time is money and
also a wastage of resources. This could also develop loss of interest and reduces satisfaction
in the training program. This might cause them to lose important or new information that is
being added. Thus making training ineffective.

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In all these studies reviewed, though the findings might matter in a crucial way since the
findings may apply in some situations, it is not clear whether these results would uniformly
persist for all classes of employees which present a gap. Hence it is on this note that the
researcher seeks to find out an assessment of the influence of training on employee’s
performance in MTN Bamenda (city-chemist) Cameroon. Thus, the researcher came out with
the following research questions

 How does training plans play a role on employee’s performance?

 How does training methods influence employee’s performance?

 How does training programs influence employee’s performance?

 How does training evaluation play a successful role on employee’s performance?

b) Main purpose

An assessment of the influence of training on employees’ performance in MTN Cameroon,

Bamenda

c) Specific objectives

 To determine the role of training plans on employees performance.

 To evaluate the influence of training methods on employees performance.

 To examine the influence of training programs on employees performance.

 To analyze the success of training evaluation on employees performance.

d) Research questions

 How does training plans play a role on employee’s performance?

 How does training methods influence employee’s performance?

 How does training programs influence employee’s performance?

 How does training evaluation play a successful role on employee’s performance?

e) a) Hypothesis with two variables

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HO1: Training plans does not play a significant role on employees’ performance.

HO2: Training methods has no influence on employees’ performance.

HO3: Training programs has no influence on employees’ performance.

HO4: Training evaluation does not play a significant role on employee’s performance.

b) Hypothesis with more than two variables

HO1: Training plans does not play a significant role on employees’ performance, thus has no
influence on it.

HO2: Training methods has no influence on employees’ performance, thus does not play a
significant role on it.

HO3: Training programs has no influence on employees’ performance, thus has no

contribution to it.

HO4: Training evaluation does not play a significant role on employee’s performance.

f) Significance of the Study

This study is significant to the researchers, organizations, employees and employers.

To the researchers

The work can help researchers to increase their knowhow on the concept of training and will
serve them as a source of literature review and thus will enable them to make their own
conclusions. It will also enable them to know that, basically they are undergoing theory in
school and will real world situations on the field.

To the Organization

Training is a key element to improve organizational performance and this is through

increasing level of individual competences. For example employees will master and gain

Skills which will enable them to perform efficiently and it will go a long way to improve the
organization.

To the Employees

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It ensures the existence of a pool of skilled workforce who could be utility. Labor is a major
input to the organization. Labor is efficient it will help improve the performance of the
organization.

To Employers

Training is one of the highest human resource cost in most organizations. This work can
contribute in structuring training programs for organizations which will ultimately lead to
improvement in productivity of the organization.

Contribution to Research

The information provided is resourceful in developing research projects, policies and other
work for the organization as well as globally.

2. REVIEW OF RELATED LITERATURE

a) CONCEPTUAL FRAMEWORK

1. Definition of Terms

 Training
 Training method
 Training plans
 Training program
 Training evaluation
 Employee’s performance

2. Training Plans

3. Approaches to know the areas needing training in an organization.

4. Training Methods

5. Training Programs

b) THEORETICAL REVIEW

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1 Reinforcement Theory

2 Theory of Learning Types

3 Cognitive Theory

4 Theory of Experiential Learning

5 Social Learning Theory

c) CONTEXTUAL FRAMEWORK

Training in MTN Cameroon

Training in Cameroon enterprises

2.3 EMPIRICAL REVIEW

Ahmed M.M (2014) researched on the effect of training on employee’s performance in public
sector organisation. The method of data collection was obtained from primary sources. The
primary data was obtained from a questionnaire and the secondary from scheduled interview.
It was analysed using both the qualitative and quantitative technique of data. Form the
research findings, training have a significant impact on employee’s performance and benefit
both the individual and the organisation at large. The policy of training turn to favour on the
job and short duration training other than long ones and also compensation of training merits
should be on merit. The researcher recommended that the management should conduct
training needs assessment at least once a year in order to determine skills and knowledge
gaps.

Aidah N (2013), published a work tilted the effects of training on employees performance in
the telecommunication industry. A questionnaire was used for data collection and a
qualitative method of data analysis was used. Three objectives were set up to determine the
findings. The results obtained show that training has an effect on the performance of the
employees. In the conclusion the researcher suggested the there is a positive impact with
regard to training and development on employees performance. It also shows that the
company has a good training policy and the training programmes are also relevant. He

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recommended that on the job training should be emphasis especially at the units where
technicality is prevalent in the organisation.