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Archives of Business Research – Vol. 11, No. 5

Publication Date: May 25, 2023

DOI:10.14738/abr.115.14614.

Zahra Jobe, F., & Njie, M. (2023). An Assessment of The Effect of Training Practices on Staff Performance: A Case of The University

of The Gambia. Archives of Business Research, 11(5). 110-143.

Services for Science and Education – United Kingdom

An Assessment of The Effect of Training Practices on Staff

Performance: A Case of The University of The Gambia

Fatoumata Binta Zahra Jobe

Department of Economics & Finance, School of Business &

Public Administration, University of the Gambia, Gambia

Matarr Njie

Department of Economics & Finance, School of Business &

Public Administration, University of the Gambia, Gambia

ABSTRACT

The purpose of this paper is to assess the effect of training practices on the

performance of the staffs of the University of the Gambia (UTG). A stratified

sampling technique was used together with various other methods, including a

mixed research approach, using both quantitative and qualitative research to

assess the effect of training on staff performance. Primary data was collected from

the UTG Human Resources Department and from the academic and administrative

members of staff selected from all the Schools of the University, using semi- structured interviews and questionnaires. The quantitative data was gathered

using the 5-point Likert scale items, and this was analyzed using Excel. The results

of the study were presented together with its interpretation, using tables, pie charts

and bar graphs. The findings of the study indicated that on-the job training is widely

practised in the University of the Gambia. However, the process of staff training was

found to be unplanned and unsystematic. It was further gathered that there is a lack

of commitment from the senior management team regarding staff training. Overall,

the findings of the study revealed that the training provided in University of the

Gambia has not helped them realize any significant improvement in their work

performance. These findings are contrary to the general consensus in the

literature, which contend that training in fact does help improve staff performance.

Nevertheless, taking these findings of the study into consideration, it is

recommended that the University of the Gambia need to endeavor to set aside funds

solely dedicated for training staffs on a continuous basis. The key recommendation

will be to revise its current staff training and development policy to make training

more effective.

Keywords: Assessment, Training, Staff Performance, Development, Policy

INTRODUCTION

Training is crucial for organizational development and success. Overall, training impacts

employee performance. For this to happen, training needs to be systematic and comprehensive.

Training is a systematic process to enhance employee’s skills, knowledge and competency

necessary to perform effectively on the job. Overall, training impacts organizational

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Zahra Jobe, F., & Njie, M. (2023). An Assessment of The Effect of Training Practices on Staff Performance: A Case of The University of The Gambia.

Archives of Business Research, 11(5). 110-143.

URL: http://dx.doi.org/10.14738/abr.115.14614.

competitiveness, revenue and performance. Therefore, every organization needs to have well

trained and experience staffs to perform their duties efficiently (Hogarh, 2012).

Improved capabilities, knowledge and skills of the talented workforce proved to be a major

source of competitive advantage in a global market (McKinsey, 2006). To develop the desired

knowledge, skills and abilities of the staffs, to perform well on the job, requires effective training

programs that may also affect staff motivation and commitment (Meyer and Allen, 1991). In

order to prepare workers to do their job as desired, organizations provide training to optimize

their staff’s potential and performance. Most of the firms, by applying long term planning, invest

in the building new skills by their workforce, enabling them to cope with the uncertain

conditions that they may face in future, thus, improving their performance through superior

level of motivation and commitment. When employees recognize their organization interest in

them through offering training programs, they in turn apply their best efforts to achieve

organizational goals, and show high performance on the job (Elnaga & Imran, 2013).

Employees are the most valuable asset of every organization as they can make a company’s

reputation and can adversely affect performance and profitability (Elnaga & Imran, 2013).

Employees serve as the driving engine and blue print towards an organizational success. They

are the central nervous system of any organization. In today’s dynamic business world, it is the

human assets and not the fixed or tangible assets that differentiate an organization from its

competitors. Today’s knowledge economy distinguishes one organization from another with

the single most important and powerful factor that is the human resources (HR) or human

assets. According to Drucker (1999), the most valuable asset of a 21st-century institution,

whether business or non-business, will be its knowledge workers and their productivity. The

Harvard Business Review (2004) noted that the skills and talents of a company’s workforce

constitute an intangible asset — and that such assets are worth far more too many companies

than their tangible assets.

The main objective of every organization is to improve its performance but it can never be

possible without the efficient performance of staffs (Elnaga & Imran, 2013). Training is a

necessity to enhance performance in the work place. Without it, staffs won’t carry out their

responsibilities or duties effectively and efficiently. Without proper training, staffs both new

and current would not develop the skill sets necessary for accomplishing the goals and

objectives of the organization. Staffs who undergo proper training tend to keep their jobs longer

than those who do not (Elnaga & Imran, 2013).

Employee training refers to programs that provide workers with information, new skills, or

professional development opportunities (Elnaga & Imran, 2013). Training is the process of

improving and polishing the required skills to an employee in order to make him/her skilled

and perfectionist in the job which he / she does. The quality of the human resource of an

organization is essential to its success. Thus, every organization must seek to improve the

quality of its workforce. One way of achieving this is through training. The importance of

training can only be appreciated with a clear understanding of its direct impact on staff

performance. The core strength of any organization comes from its staffs. To develop and