Training and employee performance case study: Ropani International Company, Ltd Southern Sudan.
| dc.contributor.author | Kwaje, Josephine | |
| dc.date.accessioned | 2020-07-16T09:28:49Z | |
| dc.date.available | 2020-07-16T09:28:49Z | |
| dc.date.issued | 2011-05 | |
| dc.description | A research dissertation submitted to Faculty of Business and Management in Partial Fulfillment of the Requirements for the Award of Bachelors Degree of Human Resource Management of Kampala International University. | en_US |
| dc.description.abstract | The research was about "the impact of training on employee performance". A case study of Ropani International Company Ltd, Juba Southern Sudan. Despite the fact that emphases were put on training in southern Sudan, there was lack of sufficient training in Ropani International Company which resulted into untrained employees joining higher positions in the company resulting into reduced efficiency, poor human relations, reduced employees' morale, and increased rate of supervision. The research was guided by following objectives; to find out the methods of training used in Ropani international Company, to examine the effects of training on employee performance, to establish the obstacles that hinder training in Ropani International Company. The study used both descriptive and analytical data collection methods. The descriptive aspect of the study was used to identify the training methods used in the company such as observation and interviews, while the analytical aspect dealt with analyses of the effect of training on employee performance such as questionnaires. The study population comprised of 40 employees out of which 30 were selected as the sample and the sample consisted of managers and low level employees from all departments of the company. The fmdings of the study Revealed that the training methods used in the company were; job rotation, internship, case study, job instruction training. The findings also revealed that 24 employees said that training affects performance while 6 employees revealed that training does not affect performance. The obstacles identified by the respondents to training were; lack of top management support, lack of funds, and incompetence of trainers, inconsistency between training needs and training objectives. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/8830 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Economics and Management Sciences | en_US |
| dc.subject | Employee Performance | en_US |
| dc.subject | Training | en_US |
| dc.subject | Ropani International Company | en_US |
| dc.subject | Southern Sudan | en_US |
| dc.title | Training and employee performance case study: Ropani International Company, Ltd Southern Sudan. | en_US |
| dc.type | Other | en_US |