Influence of Training on Employees Performance in Public institution in Tanzania

Abstract

This study aimed at examining the influence of training on employees" performance; it involved a case study design where Tanga Urban Water Supply and Sewerage Authority (Tanga UWASA) was selected. Stratified Random sampling and purposive sampling techniques were used to select a sample of 71 respondents for the study. Respondents were chosen from ordinary employees, heads of departments and the management of Tanga UWASA. Data were collected using interview, questionnaires and documentary review. Quantitative data were analyzed using Statistical Package for Social Sciences (SPSS) to yield descriptive statistics such as frequency and percentages while Chi square was used to determine influence of training on employee perfomance. Qualitative data were analysed using content analysis.The findings indicated that Tanga UWASA organises several training programmes and employees are systematically selected to attend those programmes to acquire knowledge and skills. On the other hand, the study found that training has significant influence on employee performance. This relationship was found statistically significant at P < 0.05. The more the employee gets training, the more efficient their level of performance would be. Training programmes contributed to the increase of efficiency, productivity, rise of customers" level of satisfaction and the increase of Tanga UWASA"s competitive advantage over other water supply authorities.

Behavioral Accounting and Village Financial System: Its Impact on the Performance of Village Government Officials

“…Work completed on time will be seen as good performance. Training program contributed to the increase of efficiency, productivity, rise of customer's level of satisfaction [14]. Thus, it can be concluded that the village financial system strengthens the effect of training on the performance of village government officials.…”

Effects of TQM Practices Against Outsourcing Employee Satisfaction and Loyalty Electricity Sector

“…And achieving individual growth and development, Numerous studies have observed that workers who receive training have higher levels of job satisfaction than those who are not trained. Competency enhancement through various training programs has a positive impact on employee satisfaction [21]. Several studies also show the benefits of training, such as increased skills, motivation, higher productivity, and knowledge transfer from employees [22].…”

Analisis Peningkatan Kompetensi, Pelatihan, dan Motivasi Terhadap Kinerja Karyawan (Studi Pada Perusahaan Daerah Air Minum Surakarta)

“…Karena SDM yang cakap dan terampil akan dapat bekerja efisien, efektif, pemborosan bahan baku dan ausnya mesin berkurang, hal tersebut akan membuka peluang bagi perusahaan untuk tumbuh dengan pesat, sehingga balas jasa terhadap karyawan wajar untuk ditingkatkan. Kemampuan karyawan baru yang digabung dengan program pengenalan dan pelatihan karyawan, kurang lebih akan menjamin hilangnya kesenjangan antara kemampuan kerja dan tuntutan kerja yang didasarkan untuk peningkatan produktifitas kerja perusahaan (Kasadirman, 2012;Widiari dan Darma, 2017) Seperti yang diungkapkan Mulyani, bahwa "Pelatihan karyawan sangatlah penting bagi perusahaan, terutama dalam pengembangan karir sesuai dengan talenta karyawan, karena hal ini untuk menciptakan kandidat SDM yang unggul dan kompetitif" (Putra, 2016;Dewi dan Darma, 2017) Berdasarkan penelitian dari Landa (2018) yang dilakukan di Lembaga Publik Tenaga Pasokan Air dan Pembuangan Limbah Perkotaan di Tanga, pelatihan yang dilakukan oleh perusahaan menjadi yang terbaik dari semua otoritas air perkotaan di Tanzania. Pelatihan dapat meningkatkan kinerja karyawan karena perusahaan membekali karyawannya pengetahuan dan keterampilan yang relevan.…”

“…Situasi yang tidak menyenangkan akan mendorong seseorang untuk memenuhinya sehingga akan menimbulkan pemikiran yaitu didalam mencapai keinginan atau tujuan dibutuhkan tindakan. Sesuai dengan teori motivasi yang dikemukakan oleh Abraham A. Maslow yang mengatakan bahwa seseorang dimotivasi untuk memuaskan sejumlah yang melekat pada diri manusia yang cenderung bersifat bawaan (Hariandja, 2002) Dari uraian diatas ada perbedaan hasil penelitian, terdapat gab diantara variabelvariabel dependent dengan independent yaitu antara variabel pelatihan dengan kinerja karyawan di dalam penelitiannya Landa (2018) menunjukan hubungan yang signifikan sedangkan penelitian dari Hok et al (2014) menyatakan hubungan yang tidak signifikan.…”