The impact of training and development on work performance (A case study of the Commission on Human Rights & Administrative
| dc.contributor.author | Asante-Yeboah, Samuel | |
| dc.date.accessioned | 2015-08-26T15:37:56Z | |
| dc.date.accessioned | 2023-04-20T04:36:47Z | |
| dc.date.available | 2015-08-26T15:37:56Z | |
| dc.date.available | 2023-04-20T04:36:47Z | |
| dc.date.issued | 2012-07-26 | |
| dc.description | A thesis submitted to the department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT). 2012 | en_US |
| dc.description.abstract | The necessity for improved work performance has been acknowledged globally and the fact that this depends on efficient and effective training and development programmes cannot be downplayed. Training is a learning process that involves the acquisition of knowledge, skills, and abilities necessary to successfully perform a job. The study aimed at finding out the impact of training and development on work performance of CHRAJ staff –Ashanti Region. It focused on how training needs assessments are conducted, the various training methods employed, the training policies and procedures available, the impact of training and development on work performance and how training and development programmes are evaluated in the Commission. To achieve these, data was obtained from both primary and secondary sources and both qualitative and quantitative methods were used. The study found out that training needs assessments are mostly conducted through annual appraisal process and are determined by management of the Commission and that basic skills and capabilities are identified for different workers in each department. The study recommends that appraisal should be revised to reflect professional and specialized needs of staff through periodic examinations in the form of simulation to identify training needs. There should also be active involvement of staff and their immediate supervisors in the determination of training and development needs. Again, it is recommended that a mix of training methods should be adopted and there should be both pre and post evaluation of training programmes. | en_US |
| dc.description.sponsorship | KNUST | en_US |
| dc.identifier.uri | https://ir.knust.edu.gh/handle/123456789/7692 | |
| dc.language.iso | en | en_US |
| dc.title | The impact of training and development on work performance (A case study of the Commission on Human Rights & Administrative | en_US |
| dc.type | Thesis | en_US |
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