The Effect of Training on Employee Performance in the Public Sector of Rwanda, A Case Study of The Ministry of Finance and Economic Planning
DOI:
https://doi.org/10.53819/81018102t2295Abstract
The general objective of the study was to assess the effect of training on employee performance in the public sector of Rwanda. The specific Objectives under this study were to determine the effect of training design on employee performance of Ministry of Finance and Economic Planning, establish the effect of training policies on employee performance of Ministry of Finance and Economic Planning and assess the effect of evaluation of training on employee performance of Ministry of Finance and Economic Planning. Data collected via questionnaires given to a sample of one hundred and seventy (170) employees in MINECOFIN. With the aid of descriptive statistics, data analyzed. Standard-deviation, averages, and percentages used in descriptive statistics. The basis of this research is a completed questionnaire. The findings indicate strong positive correlations are evident between various training factors and employee performance at the MINECOFIN. Training design exhibits a strong positive correlation of 0.812, highlighting that well-structured Training design is closely linked to better employee performance at the MINECOFIN. Similarly, Training policies shows a strong positive correlation of 0.843, indicating that effective Training policies contributes significantly to improved employee performance at the MINECOFIN. Lastly, Evaluation of trainings demonstrates a positive correlation of 0.823, emphasizing the importance of Evaluation of trainings in employee performance at the MINECOFIN. These correlations, all statistically significant at the 0.05 level with (p=0.000), collectively indicates that enhancements in employee-performance, Training design, Training policies, and Evaluation of trainings are associated with improved overall employee performance of the MINECOFIN. Training design has a coefficient of (β= 0.275, t=5.289, p value=0.000), Evaluation of trainings has a coefficient of (β= 0.361, t=6.947, p value=0.000), and Training policies has a coefficient of (β= 0.367, t=6.558, p value=0.000). All these coefficients are statistically significant on employee performance of the Ministry of Finance and Economic Planning, as indicated by their associated Sig. Values below 0.05. The study reflected on the following recommendations: MINECOFIN should assess the training needs of all departments; management to offer staff members chances for workshops and training in order to keep them informed and help them advance their knowledge and abilities. Additionally, underperforming employees shall be evaluated in order to identify the causes of their poor performance rather than being condemned. The management of the institution should work to support each department and all personnel levels. Promotions should not be determined on length of service, as is now the case, but rather by degree of skills and job performance.
Key words: Training, Training Design, Training Policies, Evaluation of Training and Employee Performance
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