AN ASSESSMENT OF THE NEXUS BETWEEN TRAINING AND DEVELOPMENT PROGRAMS AND EMPLOYEE JOB SATISFACTION IN MANUFACTURING INDUSTRY OF CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

In today's dynamic business landscape, characterized by intensifying competition and emerging challenges, the significance of training and development cannot be overstated. The ability to sustain and thrive amid such conditions poses a significant challenge for organizations. Remaining competitive and maintaining market presence requires continuous refinement of strategies and delivery of superior services to customers. This endeavor hinges greatly on the constant improvement and upskilling of employees to keep pace with competitors.

In order to attain a competitive edge and optimize outcomes, organizations must prioritize the enhancement of their workforce. This can be achieved through structured training and development programs aimed at not only augmenting employees' skills but also boosting their performance, motivation, and job satisfaction. According to Armstrong (2019), training is widely recognized as the systematic cultivation of the knowledge, skills, and attitudes necessary for proficient task or job execution. However, organizations in Cameroon can gain a competitive edge over their counterparts by leveraging innovative technology and understanding the needs of their customers. The quality of service provided, which is crucial for creating customer value, heavily relies on the capabilities of the personnel delivering it. However, Cameroonian companies have not only revolutionized their recruitment methods but also focused on hiring diverse talent and actively pursuing talent acquisition through strategic marketing. They utilize training and development programs to bridge skill gaps among their workforce.

Job satisfaction reflects an employee's contentment with various aspects of their job, such as pay, benefits, and level of authority, which may correlate with specific outcomes. Motivation encompasses various factors that enable employees to work enthusiastically and efficiently, ultimately influencing their behavior. Motivated employees are likely to exhibit higher levels of productivity and job satisfaction. Employers anticipate that a high level of job motivation will translate into improved job performance. According to Wegner and Miller (2018), motivation is the driving force behind individuals' actions and is closely tied to their goals, objectives, and behaviors. Similarly, Fuller et al. (2018) define motivation as an individual's determination, direction, and consistency in pursuing specific goals. Implementing motivation-enhancing practices, such as incentives and performance-based rewards, effectively fulfills employees' needs for competence and connection, leading to increased emotional commitment. These practices signify the company's positive acknowledgment of employees' contributions (Appelbaum et al. 2020). Their research establishes a positive correlation between motivation-enhancing practices and individual commitment within organizations. It is in the same view, a survey will be conducted in order to assess the nexus between training and development programs and employee job satisfaction in manufacturing industry of Cameroon.

1.2 Statement of the Problem

Many organizations have found that investing in training and development of human capital yields significant financial gains. Organizations who recognize the value of their employees and implement appropriate training initiatives find success, profitability, and a competitive edge. According to a 2018 Knowledge Assessment Management study, the wealthiest companies in the stock market are those who fall into the 20% of companies that invest in training. Furthermore, regardless of sizes or styles, organizations in both the public and private sectors believe that training and development are essential for the expansion and success of their respective industries (Noe, 2020). Many organization use a more strategic and forward-thinking approach to staff development in order to increase employee potential within the company. 

Even though the phrases development and training are used interchangeably, they are sometimes misunderstood. Nevertheless, training is the process of acquiring the fundamental knowledge and abilities required for a certain career or range of jobs. Stated differently, training is the process of acquiring more knowledge to perform a specific task. Thus, it is in the light of these that the study seeks to assess the nexus between training and development programs and employee job satisfaction in manufacturing industry of Cameroon.

1.3 Objectives of the Study

The main purpose of this study is assess the nexus between training and development programs and employee job satisfaction in manufacturing industry of Cameroon. Specifically, the study will;

Determine whether there is a significant relationship between Training programs and employee job satisfaction in manufacturing industry of Cameroon.

Identify the training and development strategies implemented to boost employees job satisfaction in manufacturing industry in Cameroon.

Evaluate the impact of training and development programs and employee job satisfaction in manufacturing industry of Cameroon.

Identify the barriers to effectiveness of training and development programs in manufacturing industry of Cameroon. 

1.4 Research Questions

The following questions have been prepared for the study:

Is there a statistically significant relationship between training programs and employee job satisfaction in the manufacturing industry of Cameroon?

What are the training and development strategies implemented to enhance employee job satisfaction in the manufacturing industry in Cameroon?

How does the implementation of training and development programs impact employee job satisfaction within the manufacturing industry of Cameroon?

What are the barriers hindering the effectiveness of training and development programs in the manufacturing industry of Cameroon? 

1.5 Research Hypotheses

Ho:  There is no significant relationship between training and development programs and employee job satisfaction in the manufacturing industry of Cameroon.

Ha: There is a significant relationship between training and development programs and employee job satisfaction in the manufacturing industry of Cameroon.

1.6 Significance of the Study

The findings of this research will help organizations in Cameroon to allocate resources effectively towards training and development initiatives that can enhance employee satisfaction, leading to improved productivity and performance. Also, the insights gained from this study will contribute to the formulation of policies and strategies aimed at fostering a more conducive work environment in the manufacturing sector of Cameroon, ultimately promoting job satisfaction and employee well-being. 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 nexus between training and development programs and employee job satisfaction in manufacturing industry of Cameroon.

1.6 Scope of the study

The scope of this study is to assess the nexus between training and development programs and employee job satisfaction in manufacturing industry of Cameroon. Empirically, this study will determine whether there is a significant relationship between Training programs and employee job satisfaction in manufacturing industry of Cameroon, identify the  training and development strategies  implemented to boost employees job satisfaction  in manufacturing industry in Cameroon, evaluate the impact of training and development programs and employee job satisfaction in manufacturing industry of Cameroon and identify the barriers to effectiveness of training and development programs in manufacturing industry of Cameroon.

Geographically, the study will be delimited to employees of some selected manufacturing industry, 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: Monappa & Saiyadain (2018), define training as “the tutoring or learning processes carried out for the major aim of assisting workers of a company to obtain and utilize the skills, knowledge and behavior required by that organization.

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

Job satisfaction:  is the extent to which an individual feels content and fulfilled in their work.

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