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INVESTIGATING THE IMPACT OF STAFF TRAINING AND DEVELOPMENT ON EMPLOYEES OPTIMAL PRODUCTIVITY IN CAMEROON

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INVESTIGATING THE IMPACT OF STAFF TRAINING AND DEVELOPMENT ON EMPLOYEES OPTIMAL PRODUCTIVITY IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Staff are the most valuable resource that an organization possesses, as their performance and contributions have a substantial impact on the organization's output.  In addition, the most fundamental aspect of human resource management is training and development. It is the methodical use of formal procedures to assist individuals in gaining the information and abilities required to carry out their occupations in a satisfactory manner (Armstrong, 2020). These actions are now commonplace HRM procedures in businesses all across the world (Hughes et al., 2019). In today's corporate environment, the primary method for achieving organizational goals is training. Staff training, organizational policy, working conditions, job satisfaction, and interactions within the organization are some of the aspects that affect how well employees productivity (Aktar et al., 2022). Research indicates that it enhances both employer and employee performance (Ruttledge & Cathcart, 2019).  As a result, one of the best strategies for improving optimal productivity and accomplishing corporate objectives and goals quickly and effectively is training (Afroz, 2018; Garavan et al.,2020).Furthermore, staff training involves giving employees the skills they need to do specific tasks (Asfaw, Argaw, & Bayissa, 2019).  According to Githinji (2018), staff training is essential to management-led efforts to reorganize companies. The purpose of this program is to revitalize the staff and promote a new understanding of the goals and vision of the company. In addition, training equips people with necessary skills that improve their productivity at work and encourage them to use their imagination and talent to create original goods and services (Githinji, 2018). It encourages employees to have a different perspective on their duties and motivates them to go beyond simply finishing tasks to focus their efforts on achieving particular organizational objectives. According to Chidambaram and Ramachandran (2018), workers' capacity for collaboration and change management both inside and outside of their work domains is improved by training. On the other hand, Ji, Huang, Liu, Zhu, and Cai (2019) point out that staff training helps lower turnover rates. This is because there aren't many prospects for promotion in their existing employment, which makes people unhappy. However, Quartey (2018), believe that companies who provide training and development opportunities are committed to their professional growth. Furthermore, studies have shown that knowledge-closing training programs can improve workers' job performance, which in turn raises motivation and effort in their respective fields (Chidambaram & Ramachandran, 2018). Enhancing employee training increases knowledge and improves job performance as well as the employees' comprehension of the organization's objectives. Additionally, Cameroon, whose economy is among the fastest-growing in Africa, prioritizes the development of its human resources. Both large and small businesses that are growing more and more need qualified employees. However, numerous studies and study findings show that training and development improves managerial abilities, lowers production costs, increases market share, and facilitates simple access to profitability, among other business consequences (Kessy & Temu, 2020). Similarly, research has demonstrated a positive correlation between employee performance and training in the following cases: the banking sector in Lesotho (Motlokoa et al., 2018); the industries in Karachi, Pakistan (Hafeez & Akbar, 2015); and the Arusha Municipality in Tanzania (Nassary, 2020). The majority of empirical research on how employee performance is affected by training has concentrated on the private sector, profit-driven businesses, and international locations. As a result, little research has been done on Cameroon, especially in organizations with a technological focus. However, there is typically little access to training in most firms. Because work-specific training can become a time and resource burden, many organizations strive to acquire and retain knowledgeable and talented workers (Anam et al., 2018). Therefore, a survey will be conducted in order to investigate the impact of staff training and development on employees optimal productivity in Cameroon.

1.2 Statement of the Problem

 Staff training has become essential in today's competitive climate to meet the changing needs of the profession and improve employees' competencies. The lack of workers with the necessary skills, in spite of this requirement, emphasizes how urgent it is to launch training programs. But management has the responsibility to make sure that workers have the abilities, motivation, and expertise needed to perform at their best, which will increase output. It is well known that training and development improve knowledge, abilities, and behavior at work; this is especially important in light of the fierce competition we face today (Hervie & Winful, 2018). Additionally, studies show that poor planning, execution, and coordination of training and development initiatives result in poor performance and lower production.Thus, it is in the light of these that the study seeks to investigate the impact of staff training and development on employees optimal productivity in Cameroon.

1.3 Objectives of the Study

The main purpose of this study is to investigate the impact of staff training and development on employees optimal productivity in Cameroon. Specifically, the study will;

1.Determine whether there is a significant relationship between staff training and development on employees job satisfaction. 

2.Identify the staff training and development strategies implemented to boost employees productivity.

3. Investigate the effect of staff training on employees productivity. 

1.4 Research Questions

The following questions have been prepared for the study:

Is there a significant relationship between staff training and development on employees  productivity?

What specific staff training and development strategies are being implemented to boost employee employees productivity.

What are the effects of staff training on employees productivity?

1.5 Research Hypotheses

Ho:  There are no significant impact of staff training and development on employees’ optimal productivity in Cameroon.

Ha: There are significant impact of staff training and development on employee’ optimal productivity in  Cameroon.

1.6 Significance of the Study

The findings of this study will offer significant perspectives to management concerning the necessity of training and development for employees and the factors impacting their productivity. Also, organizations that seek to improve employee productivity through training and development programmes might greatly benefit from this research. Additionally, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the impact of staff training and development on employees optimal productivity in Cameroon.

1.6 Scope of the study

The scope of this study is to investigate the impact of staff training and development on employees optimal productivity in Cameroon. Empirically, this study will assess the staff training practices adopted by organizations in Cameroon, determine whether there is a significant relationship between staff training and development on employees job satisfaction, identify the staff training and development strategies implemented to boost employees productivity and investigate the effect of staff training on employees productivity. 

Geographically, the study will be delimited to employees of Radisson  Blu  Hotel  & Apartments Douala, Cameroon

1.7 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

1.8 Definition of Terms

Training:  is the methodical use of formal procedures to assist individuals in gaining the information and abilities required to carry out their occupations in a satisfactory manner (Armstrong, 2020).

Development: is the process of growth, advancement, or progress, often in a specific area such as personal, professional, or societal development.


This material content is developed to serve as a GUIDE for students to conduct academic research



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