Abstract
The development of human resource is as important as managing it. This current study examines human resource development practices and employees’ performance in the University of Cape Coast. Using both qualitative and quantitative research design, the study used a sample of 30 respondents from a homogenous staff population in the University of Cape Coast. Data were obtained from both primary and secondary sources. It was observed that formal classroom training is the most appropriate to offer staff with the adequate knowledge to perform one’s job. It was also observed that training and development programmes initiated at the individual level is effective and most appropriate as compared to training and development organised for staff at the group level. The research article makes some recommendations for policy implication and this includes encouraging staff to embark on further studies to upgrade and add up to the knowledge required to perform their work. Also, the University of Cape Coast could consider having a pool of training programmes that staff could pick and choose for their further studies or their training programmes. Through the staff appraisal report forms filled and submitted by Heads of Department on behalf of their staff, the Directorate of Human Resource of the University of Cape Coast could tailor training and staff development programmes for individual staff or encourage and sponsor individual staff to undertake training and development programmes to equip them with the knowledge and skills that they lack as identified on the staff appraisal report forms.
Highlights
The development of human resource is as important as managing it. This current study examines human resource development practices and employees’ performance in the University of Cape Coast
Through the staff appraisal report forms filled and submitted by Heads of Department on behalf of their staff, the Directorate of Human Resource of the University of Cape Coast could tailor training and staff development programmes for individual staff or encourage and sponsor individual staff to undertake training and development programmes to equip them with the knowledge and skills that they lack as identified on the staff appraisal report forms
Staff training and development programmes are a set of systematic and planned activities designed by an organisation to provide its members with the necessary skills to meet current and future job demands (Ratha, 2016)
Summary
1.1. Background to the StudyThe development of human resource is as important as managing the human capital in any business establishment. Employees from time to time are given some form of training and staff development programmes to equip them to be abreast with constant change in technology and modern way of doing things. Human resource development strategies are set of systematic and planned activities designed by an organisation to provide its members with the necessary skills, knowledge, and capabilities to meet current and future job demands, in order to enable them provide better services and create good relations with customers and customer satisfaction (Adhikari, 2010). One aspect of human resource development that directly impacts on employees’ performance and has attracted the attention of many social scientists and human resource practitioners is training and development.Training and development practices positively impact organisational performance through employee satisfaction and customer loyalty and satisfied internal customers are conducive to increasing the productivity (Molina & Ortega, 2003). Staff training and development programmes are a set of systematic and planned activities designed by an organisation to provide its members with the necessary skills to meet current and future job demands (Ratha, 2016). The university as a higher academic institution undertakes career development programmes to train employees to be abreast with modern way of doing things. Training improves the knowledge, skills and attitudes of employees for the short term, particular to specific job or task. Staff development prepares staff for future responsibilities, while increasing the capacity to perform at a current job. Staff training and development (T & D) in the university as a higher educational institution solve a variety of manpower problems which militate against optimum productivity. These problems can emerge within any groups. Kayode (2001) notes that these problems differ in nature and yet all have a common denominator, the solution required individuals to their appreciative backgrounds specific identifiable items of additional knowledge skills or understanding. In the university administration, these problems, in the opinion of Asgarkhani (2004) include the needs to: • Increase productivity • Improve the quality of work and raise morale • Develop new skills, knowledge, understanding and attitude • Use correctly new tools, machines, processes, methods or modifications thereof • Reduce waste, accidents, turnover, lateness, absenteeism, and other overheads costs • Implement new or changed policies or regulations • Fight obsolescence in skills, technologies, methods, products, markets, capital management etc. • Bring incumbents to that level of performance which meets 100 percent of the standard of performance for the job • Develop replacements, prepare people for advancement, improve manpower deployment and ensure continuity of leadership • Ensure the survival and growth of the organisation
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