Abstract
Background: The study sought to examine the relationship between on-the-job training and employee performance in petroleum companies in Uganda. The study was based on the following objectives; (i) to examine the relationship between job rotation and employee performance in petroleum companies in Uganda; (ii) to examine the relationship between coaching and employee performance in petroleum companies in Uganda, and (iii) to assess the relationship between induction and employee performance in petroleum companies in Uganda.
 Results: The study adopted a correlational research design and collected data using a self-administered questionnaire. The results obtained highlighted that; (i) there is a statistically significant positive relationship between job rotation and employee performance in petroleum companies (r = .492, p<.05); (ii) there is a statistically significant positive relationship between coaching and employee performance in petroleum companies (r = .619, p<.05), and (iii) there is a statistically significant positive relationship between induction and employee performance in petroleum companies in Uganda (r = .670, p<.05). It was observed that the three variables tested were related to employee performance in petroleum companies in Uganda.
 Conclusions: The study recommends that as part of on-the-job training induction, coaching and job rotation should be implemented in that respective order to improve employee performance.
Highlights
Employee performance is a multidimensional construct and an extremely vital condition for determining either organizational success or failure [1]
This study examined the relationship between on-the-job training and employee performance in petroleum companies in Uganda
The results suggest that a unit change in job rotation will improve employee performance by 14.1% in petroleum companies in Uganda
Summary
Employee performance is a multidimensional construct and an extremely vital condition for determining either organizational success or failure [1]. According to [6] on-the-job training is given to organizational employees while conducting their regular work at the same working venues yet off-the-job training is conducted at a site away from the work environment to enable employees concentrate on learning new skills, knowledge and behavior [7] Such training programmes include imparting induction skills in which employees are introduced to company policies and procedures, coaching which involves regular training series where senior employees guide their junior counterparts and job rotation where employees are always moved from one job duty to another at different times. Such programs enhance employee skills and abilities that eventually improve on their performance levels. Conclusions: The study recommends that as part of on-the-job training induction, coaching and job rotation should be implemented in that respective order to improve employee performance
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
