The aim of the study was to determine the impact of training and development on employee performance at Transnet's Durban Container Terminal. Statistical analyzes showed that training and development had a significant impact on employee performance.
CHAPTER ONE
INTRODUCTION AND OVERVIEW OF THE STUDY
- Introduction
- Motivation for the study
- Background to the study Organisation: Transnet
- Focus for the Study
- Problem statement
- Research Sub –Questions
- Objectives of the study
- Research methodology
- Delineation of the study
- Structure of the dissertation
- Conclusion
To determine the effect of training and development on employee performance at the Durban Container Terminal. To recommend to Durban Container Terminal's training department on appropriate training and development models for port staff.
LITERATURE REVIEW
Introduction
The Economic Theory
Company-specific training, on the other hand, is only transferable to a workplace environment in the company currently employed. In contrast, McDowall and Saunders (2010) note that training enables employees to perform to a certain standard.
Training and development programmes
Developing workforce skills in South Africa to improve productivity as well as the competitiveness of employers. Using the workplace to provide better opportunities for newcomers to the labor market and enable them to gain experience.
Types of Training
- Basic literacy skills
- Interpersonal skills
- Problem solving skills
In introducing the law, the government's intentions were twofold: to improve the skills of the workforce with a corresponding improvement in productivity, so that companies and the country as a whole can compete successfully in the global economy, and to redress the imbalances emerging from the apartheid era by creating a much more cohesive and inclusive society. The training initiatives include sharpening logic, reasoning, problem definition skills, the ability to assess causation, developing and analyzing alternatives, and selecting solutions. 2.6.5 Phases of training and development programs.
Methods of Training
Organizations have also flattened their structures, which means that employees have to master a wider range of tasks as well as increased knowledge about the operation of their organization. The training includes learning how to be a good listener, clear communication of ideas and become an effective team player.
Benefits of adequate investment in good quality training and development
- Benefits of Training and Development for Individuals and Teams .1 Skills
- Satisfaction
- Anxiety and frustration
- Benefits of Training and Development for Organisations .1 Environment
- Effectiveness
- Benefits of Training and Development for Society .1 Economy
- Investment in Employee Skills
The vast majority of studies on the effects of training initiatives and the corresponding benefits have been conducted by economists, with the performance of the national economy as the main dependent variable. The South African government, on the other hand, has begun adapting and harmonizing training.
Training Evaluation .1 What is evaluation?
- Investment Returns
- Evaluation Models
- Level 1: Reaction
- Level 3: Behaviour
Evaluating the effectiveness of a training program using Kirkpatrick's four-stage model in the banking sector in Malaysia [online]. This level focuses on the participant's perception of the training program and is considered as a measure of customer satisfaction. A reaction that turns out to be positive means that the participants found the training program satisfactory and would therefore be more than likely to use the skills learned.
It is crucial for the training department to gather factual information and confirm that the reactions were positive, otherwise the participants will not be motivated to learn, which would result in the training program adding no value. The purpose of the level is to make an evaluation of how much the participant has learned from before to after the training program. If the training program should improve the participants' skills, the evaluators can use performance tests.
Relationship between training and development and employee performance .1 What is performance?
- Role Profiling
- Performance Evaluation
It must be emphasized that if learning is not transferred to the workplace and the job, then there will be no impact on the job and the organization. The level captures the impact on the business resulting from the participant's performance improvements. The role profile is used as a standard for aligning a company's strategy and performance goals as shown in the following figure.
An individual's input in applying the relevant and required competencies will lead to behavior that will in turn deliver results. Training and development needs will be highlighted through assessments that identify skills and competence gaps for which remedial programs can be developed. Evaluations fulfill the role of providing feedback to staff on how the company views their performance.
Study findings: relationship between training and development and employee performance
Credit banks: These are classified as high profit and high risk businesses, it has been found that training in this sector plays a very small role in the performance of the employees. The conclusion from the study was that if investment in the right type of training for the employees was made by the organization, it could improve employee performance. Moreover, a similar study conducted in a Pakistani telecommunication sector found R² to be 0.501, which means that 50.1 % of the variations in the employee performance were caused by training initiatives.
Increasing the average participation in employee training in a study conducted in British industries from 10% to 15% of the workforce showed an increase in firm productivity by 4. A study in Ghana supported the notion that training has a significant impact on employee performance with a study conducted in the print media industry. In any given case the p value was < 0.0005 clearly indicating a difference in perceived performance between the two groups (Tshikovhi, 2012).
Other factors contributing to improved employee performance?
An investigation into academic development programs' impact on lecturers' performances in the classroom was carried out on 60 FET college lecturers and 6 academic managers from 6 FET colleges in Gauteng, Western Cape and Limpopo. The view is that, when lecturers are properly trained, they will in turn provide quality teaching that benefits the learner and thereby increase value for FET colleges (Mokone, 2011). A study that seeks to determine perceived performance resulting from participation in a training program by Human Resource assistants at a South African mine along four dimensions: personal, customer, internal business and learning and growth was conducted.
The results of the study showed that the training and development program contributed significantly to an increase in employee performance. On the four dimensions, the mean score was significantly higher for those who participated in the course than for those who did not participate. In fact, there has been an increase in organizations' awareness that investing in training would achieve corresponding performance improvements in terms of high sales, productivity, improved quality, market share, reduced turnover, absenteeism and conflict (Thang, Quang and Buyens, 2010 ). ).
Training and Development Models: Recommendations for Human Resource Department
Technology and Innovation
Conclusion
CHAPTER THREE
RESEARCH METHODOLOGY
- Introduction
- Aim and Objectives of the Study
- Participants and Location of the Study
- Data Collection Strategies .1 Sampling
- Determining the study sample size for Durban Container Terminal
- Research Design and Methods .1 Description and Purpose
- Construction of the Instrument
- Recruitment of Study Participants
- Pretesting and Validation
- Administration of the Questionnaire
- Conclusion
Durban Container Terminal (Pier 1), a unit within the Ports Division with a terminal capacity of 0.7 million twenty-foot equivalent units (TEUs), plays a very crucial role in supporting the South African government's export-led strategy. The knowledge and skills of the organization's employees are critical to performance and ultimately competitive advantage (Transnet, 2014). The location of the study is in the Bay Head Area of the Port of Durban, Durban in the KwaZulu-Natal Province, South Africa, at the Durban Container Terminal of the Transnet Port Terminal (TPT) (Pier 1). The location is accessible by both roads and rail, but also by sea. The sophistication of the Durban Container Terminal's lifting equipment poses safety risks, meaning operators must be competent through appropriate training.
Before the study could be conducted, consent had to be obtained in the form of an ethical statement from the university through the presentation of the research proposal and questionnaires. The purpose of the questionnaire and the study was usually explained to the participants in groups. The data obtained from the respondents were analyzed using the SPSS package, version 21.0.
CHAPTER FOUR
PRESENTATION OF RESULTS
- Introduction
- The Sample
- The Research Instrument
- Reliability Statistics
- Factor Analysis
- Why is factor analysis important?
- Biographical data of Participants
- Gender and Age Distribution
- Participants Qualification level
- Respondents’ Tenure at Transnet Durban Container Terminal
- Conclusion
The information provided some insight into the composition of the participants in terms of gender and age, as well as the level of education of the respondents. The composition of the participants by gender and age is shown in the table below. Just over a third of respondents (37.1%) had at most a Matric certificate, while 5.7% had a university qualification (undergraduate or postgraduate).
This is useful as it indicates that the answers given by the respondents are from some level of experience and should give a reasonably accurate reflection of the opinions of the respondents. It was noted that 80.2% of respondents were male; reveals that the Terminal work environment is male dominated. This was useful as it indicates that the feedback from the respondents was from some level of experience and should give a reasonably accurate reflection of.
CHAPTER FIVE
RESEARCH FINDINGS AND INTERPRETATION
Introduction
The feedback for the objective which was on the impact of training and development on employee performance, after being tabulated as above, would further be displayed in the form of a graph as shown below. The average level of importance for this objective: determining the impact of training and development on employee performance at the Durban Container Terminal was 88.3%. Although the level of agreement is high, the statement related to training and development empowers the respondents to work independently without supervision, the results are lower than the others and reach 82.03%.
What this simply means for the low score in this category is that although the research shows that training and development has a high positive impact on employee performance, respondents felt that some supervision was still needed while delivering it. I believe that training and development have greatly improved the quality of my work. This would mean that although training and development has a positive impact on their performance, they still need to build on their skills and knowledge through mentoring, coaching and supervision.
Objective 2: To examine effectiveness of training and development at Durban Container Terminal
There are four levels of agreement patterns for this objective on the benefits of training and development at the Container Terminal. The lowest ranked statement refers to “Training and development will enable me to gain career opportunities.” I believe that training and development will help me make good business decisions.
They also strongly agreed on the benefits of training and development, which came through in the form of motivation. My organization has a training and development policy that applies to all employees and I fully understand it. My organization has a training and development policy that applies to all employees and I fully understand it.
Hypothesis Testing
Correlations
- Correlations I
- Correlations II
Since all p-values are less than 0.05, this means that the scoring patterns were significantly different for each variable. Other correlations found were “Training and development will help employees achieve productivity goals” and “I believe that training and development are intended to motivate employees at work,” which had a value of 0.529. This means that the participants agree that the better the participants are motivated, the higher the productivity.
It is noted that all the subthemes are significantly positively correlated with each other.
Conclusion
CHAPTER SIX
RECOMMENDATIONS AND CONCLUSIONS
- Introduction
- Has the problem been resolved?
- To determine the impact of training and development on employee performance at Durban Container Terminal
- Objective 2: To examine effectiveness of training and development at Durban Container Terminal
- To identify benefits of training and development at Durban Container Terminal
- Objective 4: To recommend to Durban Container Terminal’s Training Department on suitable training and development models for port employees
- Implications of this research
- Recommendations to solve research problem
- Recommendations for future studies
- Conclusion
Thus, it can be concluded from the study that training and development at the Durban container terminal offers stakeholders a number of benefits. This meant that there were numerous recommendations for training and development models which would be reported at the Durban Container Terminal. This research work on the impact of training and development on employee performance served as a means of obtaining useful information in the subject area.
It is therefore crucial that training and development are part of an organization's strategic drive to achieve sustainability. The questionnaire attempts to determine the impact of training and development on the performance of employees at the Durban Container Terminal. 18. I believe that training and development will help me make good business decisions.
