Effects of Training on Employee Performance: A Case Study of United Nations Support Office for the African Union Mission in Somalia

Abstract

The purpose of this study was to explore the effects of training on employee performance among the international civil servants.The study was guided by the following research questions; What is the role of training on employee engagement?What is the role of training on employee motivation?What is the role of training on employee job satisfaction? A survey research design was used for this study.The survey design was appropriate for this study because it allowed investigation of possible relationshipsbetween variables as well as data collection from broader category and comparisons between variables.The study population was 144 staff of the United Nations Support Office for the African Mission in Somalia. A sample of 45 was drawn using random stratified sampling approach from a list of sample frame provided by the employee register at UNSOA. The data was collected by use of a questionnaire.The data analysis involved frequencies, means, percentages, analysis of variance and bivariate analysis in form of cross tabulations. The findings were presented using Tables and figures. On the role of training on employee engagement the study showed that in general training enhances employee engagement in change processes. As a measure of engaging in change process, the top level management and non-management management staff were more likely to be induced in taking new tasks after undergoing training compared to those in the middle level management. Similarly training most likely motivates the top level to be committed to taking initiatives in helping other employees. This case may not apply for the middle level management and the non-management staff. Secondly the study also showed that training enhances employee engagement in innovation. Thirdly, the study showed that training enhances better performance among employee and lastly the study showed thattraining enhances employee enthusiasm to work. On the role of training on employee motivation the study showed that training enhances employee motivation as it allows for employee recognition within the organization. Likewise training aligns employees to the organizational goals at UNSOA. On the other hand training enhances positive leadership traits in the organization’s leaders. Lastly training facilitates motivation for work performance. On the role of training on job satisfaction the study showed that training enhances staff/supervisor/customer relationships at work. Though the level of conviction that training improves relationships with supervisor declines from the top level management, followed by middle level management and finally for the non-management staff. Further the study showed that training enhances the scope of the respondents’ ability to use their own initiatives and skills at work. Despite the findings the study has also shown that there is declining trend in the level of conviction that training enhances employee performance by influencing job satisfaction from the top level management to the non-management staff members. Lastly the study revealed that training imparts positively on the work activities. The study concludes that training influences employee performance by positively influence employee engagement to change process; innovation; better performance and enhance enthusiasm to work. It further concludes that training enhances employee performance by positively influencing employee motivation level through employee recognition; alignment to organizational goals; positive leadership traits; and motivation for work performance. Finally training enhances employee performance by influencing positively job satisfaction by enhancing staff/supervisor/customer relationships at work; the employee’s ability to use their own initiatives and skills at work; opportunities for pay and promotion; and by influencing the work activities. The study recommends that training should be conducted time to time to ensure that employees have the necessary engagement to change processes, innovation; better performance and job enthusiasm for enhanced employee and organizational performance. It also recommends that the management of UNSOAneeds to ensure training strategies are not only aligned to productivity but also to enhancing employee motivation for superior performance. Further UNSOAmanagement needs to evaluate its training strategies with respect to job satisfaction to ensure that the effects are uniformly attained across the organization. Finally the study only focused on the international civil servants at UNSOA. Other studies on different populations and at different time zones would be welcome to ensure strong empirical conclusions on how training impacts on employee training.