TRAINING AND EMPLOYEE PERFORMANCE: A CASE STUDY OF WORLD VISION

UGANDA, ARUA BRANCH.

CHOUL TANG

22/DHRM/BU/R/2001.

A RESEARCH PROPOSAL SUBMITTED TO SCHOOL OF BUSINESS IN PARTIAL FULFILLMENT OF THE

REQUIREMENT FOR THE AWARD OF DIPLOMA IN HUMAN RESOURSE MANAGEMENT.

2024.
DECLARATION

I CHOUL TANG ….............. hereby declare that, this research proposal work is the outcome of my

research carried out under the supervision of Mr……………… However, with the exception of the

references made to other literatures which have been duly acknowledged. The entire work is my

independent research.

I therefore, wish to declare that this work is original and has never been presented to any institution for

the purpose for which is hereby presented.

Signature………………………………

Date……………………………………
APPROVAL SHEET.

This is to certify that this research paper has been under the supervision and guidance of my supervisor

and it is now ready for submission to the school of Business in partial fulfilment and requirement of the

course for the award of Diploma in Procurement and supplies chain management of Bugema University.

Approved by my supervisor:

Mr. ………………………

Signature…………………………………………………………

Date………………………………………………………………
DEDICATION.

This research proposal work is dedicated to my beloved parents, Siblings, family especially my beautiful

loving wife misses Choul and my relatives for the financial, moral and spiritual support they accorded me

during the entire period of this research and my study.

ACKNOLEDGEMENT.

First of all, I glorify the Lord our God for his mercies, abundant grace, protection and love which has

enable me accomplish this research proposal. May his name be praised forever!

Secondly, I want to extent my sincere gratitude to my supervisor Mr. ………..for his endless support,

tolerance and guidance throughout the period I was conducting this research. It has been a great

journey that has made me learn a lot in regards to aspects of research and other aspects that have

sharped me academically,

I would also wish to pass my special appreciation to my great friends Mr. Godwill Inno Moses and John

Matur Banok that supported me in and out of class during this period of research. May God open doors

of favour upon you all.

Lastly, I wish to appreciate my colleagues and classmates of Bugema University Arua Campus for having

granted me an opportunity to do my research with the m, May God bless them abundantly!
ACRONYMS.

HRM: Human Resource Management.

CE: Chief Executive

LLG: Lower Local Government LGA: Local Government Act

MOFED: Ministry of Finance and Economic Development

MOU: Memorandum of Understanding

MOLG: Ministry of Local Government

PMBOK: Project Management Body of Knowledge

SPSS: Statistical Package for Social Scientists

ABSTRACT.

The study will be carried out to establish the effect of employee training on employee performance

taking world vision Uganda, Arua branch as the case study. The researcher set the objectives of the

study which he based on, to draft the questionnaire. The objectives are intended to assess the level of

employee training at world vision Uganda, Arua branch, to assess the level employee performance at

world vision Uganda Arua branch, and to establish the relationship between employee training and

employee performance at world vision Uganda, Arua branch.

Chapter two presented the literature review from different sources like textbooks, magazines,

newspapers, newsletters and previous research dissertation among others. The literature is reviewed in

accordance to the study conceptual with a summary of literature gaps identified listed at the end of it.

Chapter three describes the procedures and methods that will be used in data collection, analysis and

interpretation and they consist of research design, locale of the study, population of the study, sample

size and sampling techniques, data collection instruments, validity and reliability of data collection

instruments, data analysis and ethical considerations.

CHAPTER ONE.

INTRODUCTION

This chapter described the following aspects; background of the study, statement of the problem,

objective of the study, research questions, hypothesis, scope of the study, significance of the study,

limitations of the study, conceptual framework and operational definition of key terms and concepts.

BACKGROUND OF THE STUDY.

Organizations with any corporate responsibility attack enormous importance to their human resource

and commit a sizeable proportion of their fundamental resources into imparting skills to their

employees through training as a major challenge to their financial resources into imparting to the

corporate responsibility. According to Atikuro (1998) such training is intended to staff employees, insight

and to change organizational practice by blending both production and people or retention, In order to

achieve this, employee training should emphasize process-imitated techniques where focus is on

behavioral change and at the same time develop interpersonal insights, yet sell, because of the ever

changing technology and challenges of the dynamic environment, training should be a continuous

process not a one event affair.

In Asia, training has increased its importance in today’s intense environment of global competition and

fast change, where jobs are complex and often change from one to another. As a result, certain project

management organizations run training courses for their employees in order to have effective projects

(Maylor, 2010). Similarly, Beeker (2004) linked investment in human capital with high productivity and

reduced mobility of workers while Salas and Bowers (2012) argued that employee training creates

competitive advantage, provides innovations and opportunities to improve employees’ skills, knowledge

and firm performance at large effecting the projects attained in a certain organization.
In Africa many urban organizations face challenges in their project performance due to lack of training to

the employees as explained by Martocchio and Baldwin (2015) that there is a growing awareness in

organizations that the investment in training improves performance of projects. Despite the number of

studies that have estimated the effects of training on performance which Zwick (2006), stated that

establishing the effect of training on performance of projects has been a matter of great concern in

management circles. Beside, Kerzner (2010) posted that it’s crucial that training should not be

performed unless there is continuous return on the dollar for the organization, and hence making

training to be a very crucial area in terms of project performance. Similarly, Kraiger, McLinden and

Casper (2004) criticized training as faddish or too expensive while organizations are facing increased

competition due to globalization, changes in technology, political and economic environments (Evarns,

Pucik & Barsoux, 2002).

Uganda as an African country located in the eastern region of the continent is not an exception as

concerns challenges that face project performances as per the public procurement and disposal act

(PPDA 2006 part II). It is important not to ignore the prevailing evidence on growth of knowledge in the

business in the last decade. The growth has not only brought about by improvement in neither

technology nor a combination of factors of production but increased efforts towards the development of

organization projects at large. It is therefore an organization’s responsibility to enhance job performance

of the employees and certainly implementation of training and development is one of the major steps

that most organizations need to achieve project performance. As it is evident that employees are crucial

resource to an organization, it is important to optimize the contribution of employees to the

organizational aims and goals as a means of sustaining effective project performance. This therefore

calls for managers to ensure an adequate supply of staff that are technically and socially competent and

capable of career development into departments or management positions in the organizations.

(Afshan, Sobia, Kamran & Nasir, 2012).

STATEMENT OF THE PROBLEM.

………………………………………………………………………………………………………………………………………………………………

GENERAL OBJECTIVE OF THE STUDY

The aim of the study is to establish the effect of employee training on employee’s performance at world

vision Uganda, Arua branch.

SPECIFIC OBJECTIVES OF THE STUDY

To assess the level of employees training at world vision Uganda, Arua branch.

To assess the level of employee’s performance at world vision Uganda, Arua branch.

To establish the relationship between training and employee’s performance at world vision Uganda,

Arua branch.

RESEARCH QUESTIONS

What is the level of employees training at…………………………….

What is the level of employee’s performance at…………………………………

What is the relationship between training and employee’s performance at……………..

HYPOTHESIS OF THE STUDY

The hypothesis that is going to be used states that there is no significant relationship between training

and employee’s performance at……………..

SCOPE OF THE STUDY.

Geographically, the study was limited to ………………………………………………………………………………………………….

in Arua city one of the newest cities established by parliament of Uganda on the 28th April 2020 and
became operational on the 1st July 2020 as a regional city for West Nile sub region. It lays in North

Western corner of Uganda boardered by DRC in the west, Maracha district in the north, Terego district

in the east, arua district and madi okollo district in the south and south east respectively.

In terms of content, the study focused on employee training as the independent variable being

measured using knowledge, skills and carrier development while employee’s performance is the

dependent variable measured using timeliness, consistence and quality.

Meanwhile in terms of time, the study covered data of the last three operational years that is from 2020

to 2023, this is so because the researcher believes within this time frame, enough information valid for

the study will be gathered.

SIGNIFICANCE OF THE STUDY.

The findings of the study will be used by organisations for the identification of areas that may require

improvement in so as to meet its long term goal.

In the world of academics, the study will contribute to new knowledge generation especially in the area

of the effects of employee’s training on employee’s performance with reference to………………………………

Also, this research will benefit scholars (researchers) who will conduct their research on the same topic

or similar one and as well as the university (Bugema University) as a reference to the already existing

knowledge.

LIMITATIONS OF THE STUDY.

The study was limited to the variables under study that was employee training and employee

performance a case of………………………………………….

The study was limited to using the geographical location of ……………………………………… not considering

other branches in the country which would have yielded greater results in the study.

THEORETICAL FRAMEWORK.

The research was based on the theory of Salas and Cannon-Bowers (2014), the theory stated that

training created competitive advantage, as it provided innovations and projects attained in a certain

organization. He further stated that the impact of human skills plays a big role in the project employees’

performance of industries because without capacity building of skills, employees cannot be able to

operate machines.

CONCEPTUAL FRAMEWORK.

Figure 1 in the study showed the relationship between the variables in the study. Where training is the

independent variable which was measured using: knowledge, skill and career development. While

project employee’s performance is the dependent variable which was measured using: timeliness,

consistency and quality.

Independent variable dependent variable

EMPLOYEE TRAINING. EMPLOYEE PERFORMANCE.

 Knowledge  Time
 Skills  Quality
 Carrier development

Source: Adopted from primary data (2021)

OPERATIONAL DEFINITION OF TERMS.

Training: this referred to acquired knowledge, skill and career development to execute a given task.

Knowledge: This referred to knowing something through experience.

Skill: It was defined as a type of work or activity which needs special training.

Career Development: is the process of improving an individual's abilities in anticipation of future

opportunities for achieving career objectives.

Project Employee Performance: This referred to timeliness of work execution, consistency of the worker

and the quality of output achieved.

Timeliness: This referred to the period during which an action or activity takes place.

Consistency: employees know what is expected of them and what they can expect in turn.

Cost: This referred to the total funds required to complete a given activity or project.

Quality: It referred to degree of conformance and act to satisfy the need of facility users.
CHAPTER TWO.

LITERATURE REVIEW.

This chapter represented and reviewed relevant literatures that has been documented by various

scholars and authors in the area of study. The literatures have been reviewed in accordance with the

major themes of the study as identified in the conceptual framework.

EMPLOYEE TRAINING.

Training is a learning activity directed towards the acquisition of specific knowledge and skills for the

purpose of an occupation or task (Cole, 2002). The focus of training is the job or task and to develop the

desired knowledge, skills and abilities of the employees, to perform well on the job required. According

to Garavan (2017) training is the planned and systematic modification of behavior through learning

events, activities and programs which results in the participants achieving the levels of knowledge, skills,

competencies and abilities to carry out their work effectively.

Training has the distinct role in the achievement of an organizational goal by incorporating the interests

of organization and the workforce. The project performance depends on various factors but the most

important factor of project performance training is important to enhance the capabilities of projects.

The employees who have more on the trainings have better performance because there is an increase in

both skills and competencies because of more on the job experience (Stone, 2012).

Training increases the employee performance like the researcher is saying in her research that training

and development is an important activity to increase the performance of health sector organization

(Ahmed, 2009). Also, there are three terminologies used in this environment, which is learning, or

education, training and development. Theoretically these terminologies are confused in their use Long,
et al (2016) keep clear that training and development is an organizational. Training and development

aim at developing competences such as technical, human, conceptual and managerial for the

furtherance of individual and organization growth and also postulated that the process of training is a

continuous one. Man is dynamic in nature, the need to be current and relevant in all spheres of human

endeavors make staff development a necessity, to keep track with current event methods. For example,

the changing world, there has been diversity in technology which makes the work to be more flexible

and effective hence contributing to the performance of a project (Oribabor, 2013).

EMPLOYEE PERFORMANCE.

Kenney et al., (1992) was of the view that employee's performance is measurement of performance of

an employee on the basis of the set standards by the organization. They demonstrate that good

performance illustrates how well an employee has performed his/her assigned tasks. On the other hand,

Aguinis (2009) was of the opinion that performance is viewed at two approaches, namely Tasks

Dimension of Performance and Contextual Dimension of Performance. The former includes activities

that allow the completion of tasks while the latter includes behaviors that make an employee act

responsibly toward an organization.

Moreover, employee’s performance can be analyzed under certain indicators which are used to

measure individual performance in organization. This was for instance given by Aguinis (2009) who sees

performance indicators as procedural knowledge, declarative knowledge and motivation. In this context,

Aguinis (2009) shows it is not only training that can lead to the organization performance but there must

be some other catalyst like motivation. Another researcher said that employee performance is the

important factor the building blocks which increases the performance of the overall organization (Qaiser

Abbas and Sara Yaqoob). Employee performance depends on many factors like job satisfaction,
knowledge and management but there is relationship between training and project performance

(Amisano, 2010).

Karia, et al (2016) assessed the importance of training and development in Public Water Utilities in

Tanzania. The study found out that Training and Development is statistically positively correlated on the

performance of public water utilities in Tanzania. The study recommends the implementation of the

training need assessment.

RELATIONSHIP BETWEEN TRAINING AND EMPLOYEE PERFORMANCE.

Jagero, et al (2012) examined the relationship between job training and employee performance on

Courier Company in Dar es Salaam Tanzania. The result of the study showed that works performance

has a positive relationship with the training imparted to the employees. In their view the more staffs are

trained, the more efficient they become. Mwapira (2015) investigates the role of Employees Training in

the Organization performance at Tanzania Revenue Authority, Ilala Tax Region Dar es Salaam. The result

reveals that, training is an important strategic tool for improving employee performance. Therefore, the

researcher suggested organization should keep on increasing training budget every year believing that

they will have competitive staff. Hassan (2011) scrutinizes the impact of Training and development on

the performance of administrative staff in the public sector organizations a case study of the Second

Vice President’s Office - Zanzibar. The result of the study shows that the training has a positive impact

on the performance although for the case of this specific study is different, for that there is a poor

implementation and nonsystematic training.

RESEARCH GAP

So far, existing literatures on impact of training on employee performance such as on banking industry;

in Nigeria by Falola et al (2014), pharmaceutical companies; in Pakistan by Akbar and Hafeez (2014),

health workers; in Kenya by Wanyoike and Onyango (2014), Mangalore Pipe Industry; in India by Ramya
(2016). Most of these studies were conducted outside our borders and examined profit oriented private

sector and companies. Similarly, lack of sufficient empirical studies within the country gave enough

justification for the need to conduct research in this area. This is because the findings from other studies

might be quite different from what would be drawn from this particular study. The difference might

originate from the nature of the data, organizational operations and geographical location.

Therefore, this particular study intended to fill this gap by laying out impact of employee training on

employee performance in…………………………... At the same time, the study would give an insight on

appropriate strategies to improve performance and long run productivity of an organization.

CHAPTER THREE.

RESEARCH METHODOLOGY.

This chapter describes the procedures and methods that will be used in data collection, analysis and

interpretation and they consist of research design, locale of the study, population of the study, sample

size and sampling techniques, data collection instruments, validity and reliability of data collection

instruments, data analysis and ethical considerations.

RESEARCH DESIGN.

This study will use two research designs; firstly, descriptive research design because of its effectiveness

in analysing non-quantifiable topics and issues such as employee training and employee performance. In

addition, it also provides an opportunity to observe the variables of the study in a completely natural

and unchanged environment. It is less time-consuming thus much can be done in a short time (Nsubuga

& Katamba, 2013). Secondly, this study will use, correlational research design in order to establish if

there is any significant relationship between training and employee performance at …….... (McCombes,

2020). In addition, both quantitative and qualitative approaches in data collection will be used in order

to generate empirical evidence and also make a practical inquiry to satisfactorily respond to the study

objectives (Nsubuga & Katamba, 2013; Streefkerk, 2021)

LOCALE OF THE STUDY.

The study was limited to ………………………. located along ……………………………………. in Arua city one of the

newest cities established by parliament of Uganda on the 28th April 2020 and became operational on

the 1st July 2020 as a regional city for West Nile sub region. It lays in North Western corner of Uganda

boardered by DRC in the west, Maracha district in the north, Terego district in the east, arua district and

madi okollo district in the south and south east respectively.

POPULATION OF THE STUDY.

The population of the study will comprise of

…………………………………………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………..

SAMPLE SIZE AND SAMPLING TECHNIQUE.

The study will comprise a sample size of……. respondents who will be from …………………………………………….

and will be selected using census sampling technique because of their few number that can be managed

with the available resources.

Table 1: showing category, sample size and sample technique.

S/N CATEGORY SAMPLE SIZE SAMPLE TECHNIQUE.

Source: …………………………………

DATA COLLECTION INSTRUMENTS AND METHODS.

The study will use questionnaire survey method for data collection from the selected respondents with

the questionnaire designed in a four point Likert format having responses ranked in the categories of

Strongly Disagree, Disagree, Agree and Strongly Agree so as to enable the respondents have a wide

range of answers to choose from, eliminate biasness and also be able to cover a larger number of

respondents in a short time. In addition, these questionnaires will be administered by the researcher so

as to increase the response rate, probe pertinent issues further and clarify any issues that may not be

clear to the respondents (Nsubuga & Katamba , 2013; Debois, 2019).

VALIDITY AND RELIABILITY OF DATA COLLECTION INSTRUMENTS.

VALIDITY.

The validity of the data collection instrument will be guaranteed through discussing and critiquing the

appropriateness of the data collection instruments with the supervisor. After completion of the process,

10 of the critiqued and revised questionnaires will be administered to 10 similar respondents in

………………………… and based on the responses from the 10 questionnaires administered, Content Validity

Index (CVI) will be calculated using the formula;

CVI = Number of items considered valid on the data collection instrument

Total number of items on the data collection tool

This procedure will be repeated until a CVI of ≥ 0.7 is obtained which according to Shi, Mo and Sun

(2012) is the lowest acceptable CVI for a valid data collection instrument.

RELIABILITY.

The reliability of the data collection instruments will be establish using the test and re-test method in

which the researcher will administer 10 questionnaires to 10 similar respondents in …………………………,

and after a week, a new set of the same questionnaires will be administered to the same respondents

and the result of the two sets of questionnaires checked for consistency. After which Cronbach’s Alpha

Coefficient (α) will be calculated using the Statistical Package for Social Scientists (SPSS) computer

program and the data collection instrument revised accordingly if need be. The above procedure will be

repeated until a Cronbach’s Alpha Coefficient (α) of ≥ 0.7 is obtained which according to Ritter (2010)

and Tavakol and Dennick (2011) is the lowest acceptable Cronbach’s Alpha Coefficient (α) for a reliable

data collection instrument.

DATA ANALYSIS.
Once data has been collected, the researcher will check the filled data collection instruments for

completeness and thereafter enter responses from completed data collection instruments into the

Statistical Package for Social Scientists (SPSS) computer program for analysis in line with the study

objectives. While objectives 1 and 2 will be analysed using descriptive statistics, presented in the form of

a table as frequencies and percentages, objective 3 will be analysed using the Pearson Correlation

Analysis where the Pearson Correlation Coefficient (r) will be determined in order to establish the nature

of the relationship that exists between employee training and employee performance at

…………………………………………………………………………………………………………………..

ETHICAL CONSIDERATIONS.

Once the study proposal and data collection instrument is approved, the researcher will obtain an

introductory letter from the Dean of Business School, Bugema University Arua campus and present it to

the the human resource management of …………………….. branch to introduce the title, purpose and

nature of the study and also seek permission to conduct the study at the organization. Once permission

is granted, the researcher will as a cardinal rule first seek the verbal consent of all selected respondents

before proceeding to interview them. In addition, to assure the privacy of the respondents, their names

will be omitted from the data collection instrument and the data collected will be used as a single unit

and only for academic purpose.

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