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Abstract:
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The focus of the study has been on training and development, and their impact on
employees’ performance in the Limpopo Department of Social Development (LDoSD). The
study’s argument was that although the Department invests in employees training and
development programmes, available Departmental training reports are silent on post training
evaluation. Thus, this study was conducted to understand employees’ perceptions on the
importance of training and training. Again, the study identified the factors that affect training
and development of employees and determined the impact of training and development on
employees’ performance. The results of this study are crucial to the management LDoSD
and all employees since they will have deep understanding of the factors that affect training
and development in the LDoSD. Additionally, the management and all employees will have
a comprehensive understanding of the impact of training and development on the
performance of employees. The study employed a qualitative approach, and a thematic
analysis was used to analyse qualitative data. The study reveals that most of the
respondents indicated that they attended training offered by the Department once in three
(3) years. On the impact of training and development on employees’ performance, most
respondents confirmed that training improved their performance. Basically, most of the
respondents indicated that the training they have attended was relevant to their job
functions. However, the study findings indicate mixed feelings about alignment of training
offered by the department with employees’ training needs. Thus, recommendations that
were made include the following: the LDoSD should ensure that employees attend training
and development interventions identified by employees in their annual PDPs. This will assist
in ensuring that employees’ specific skills gaps are address and their performance improves.
The department should make sure that the skills audit is conducted regularly so that the
training plan is aligned to the appropriate training needs of the employees in the department.
The department should make sure that one percent (1%) of the Compensation of Employees
budget for training and development is set aside for supporting implementation of training
programs. The study findings contribute to the existing body of knowledge in that the study
provides key findings regarding employees’ views on the factors affecting employees
training and development in the public sector setting. Furthermore, the study ascertained
the impact of training and development on employees’ performance in the public sector
setting. |