The effects of training and development on the performance of Administrators in the Registrar’s Offices, KNUST

Thumbnail Image
Journal Title
Journal ISSN
Volume Title
Many organizations in Ghana and indeed the public sector engaged in training and development of staff have departments, units and sections in charge of training and development. KNUST is one of such organizations that has been practising training and development since its establishment. It however appears training in KNUST is haphazard, unplanned and unsystematic, and several of its employees such as junior and senior staff workers have not qualified for any form of training, because the criteria for selecting workers for training has not been spelled out to the workers. The main objective of the study was to find out how training and development have influenced the performance of administrative staff in the offices of the Registrar at KNUST. The methodology employed in the study included the use of questionnaires and interviews. A stratified random sampling technique was used to obtain the needed sample. The data collected was analysed using Statistical Package for Social Scientists (SPSS) software. The results were explained with the help of well-defined illustrations in tabular and figure forms for easy understanding. The study revealed that administrators at the KNUST were privileged to the knowledge of the existence of training and development programmes. Again it was discovered that the training needs of the administrative workers of KNUST were determined with very little consultation with workers. Also, the study established that the performance of workers after training was improved even though it was found out that the evaluation of their performances were not carried out both before and after training. The research recommends that management of the KNUST should consult workers in identifying their training needs, assess the performance of vi staff before and after training to determine the effect of the training on the staff, initiate mentoring as well as internal training programmes.
A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). 2012