Effects of Employee Training On Job Performance in the NGO World: A Case of Partners in Health Rwanda

Abstract

The general objective of the study was to examine the effect of employee training on job performance in the NGO world, a case of Partners In Health in Rwanda. The study was guided by three specific objectives, i.e.; to evaluate the effect of employee training on job performance; to assess the adequacy of (non-workforce) physical resources on effective training session; and to define the sufficiency of human resources to a successful training program. A cross-sectional survey design involving 220 employees of the NGO Partners In Health was conducted. A sample of 44 employees was drawn using a systematic random selection from the up-to-date employees’ registry. Data was collected using a self-administered questionnaire. The data collected included participant demographic characteristics and effects of employee training on job performance. Descriptive statistics applying frequencies and percentages were used for data analysis, with the help of Microsoft excel. It was clear from the findings that over the past years PIH has been involved in employee OJT activities for all employees. On job trainings programs in PIH back date to the early twenties when the organization was established and this has long been human resource management tool in the organization. The findings on the effect of employee training on job performance showed that overall training enriches employee commitment in change processes that boost their performance. Results indicated that through trainings, employees are willing to embrace changes in their performance, acquire new skills to deliver quality work. Similarly, as employees improve their performance, they understand how largely they contribute to organizational goals, they are empowered to take on higher responsibilities making them love what they do. The findings on the adequacy of physical resources on an effective training session indicated that in PIH, physical resources greatly facilitate employee-training delivery. Employees affirmed that training needs assessment are well defined; training objectives and learning outcomes are aligned with employee’s performance needs. Training logistics necessities are sufficient, training curriculum and related materials are accurate. Respondents admitted that correct techniques applied to measure employee trainings effectiveness and the organization’s environment is well designed to facilitate OJT. The findings on the sufficiency of human resources to a successful training program indicated that human resources; organizational leadership, trainers/instructor and trainees largely contribute to a successful training. The study results point out that PIH leadership style strongly encourage employee OJT and employees willingly embrace it. Further, the study showed that employees can make operational decisions concerning their trainings and competent OJT trainers at both the tasks and conducting OJT follows this.

In conclusion, the study demonstrated that employee training improves employee performance by equipping them with required skills. Furthermore, the study showed that appropriate planning for physical resources is an essential factor in delivering an effective training. Finally, the conduct and involvement of organizational leaders, trainees, trainers and other persons involved greatly determines the extent to which a training will convey the expected results.

Based on the study findings, the researcher recommends that trainings should be conducted frequently to equip employees with the required skills for continuous improved performance. In addition, the organization should put more emphasis on developing effective employee training materials to achieve the expected training outcomes. Lastly, the study recommends that Partners In Health should ensure that human resources maintains full support of employee trainings because their support play a vital role in delivering a successful training program. Further studies on different NGOs are welcome to ensure strong experiential conclusions on how employee training impacts on job performance.