Effectiveness of Training and Development to Empoyees

Topics: Human resource management, Namibia, Training and development Pages: 7 (2070 words) Published: June 15, 2012
An Evaluation of the Effect of Workforce Training and Development in Organisation (A Case Study of Namibian Correctional Service (NCS) in Namibian)

SCHOOL OF HUMANITIES
DEPARTMENT OF CRIMINAL JUSTICE AND LEGAL STUDIES
(Correctional Management)

Research Methodology (RMA411S)

Semester 1/2012

Submission Date: 31 May 2012

STUDENT
Mr. M.S. Kapuku (201073994)

SUPERVISOR
Dr. H. Bruyns

Table of Contents

CHAPTER ONE1
INTRODUCTION1
1.1 BACKGROUND OF THE STUDY1
1.2 STATEMENT OF THE PROBLEM2
1.3 OBJECTIVES /PURPOSE OF THE STUDY3
1.4 RESEARCH QUESTION3
1.5 SIGNIFICANCE OF THE STUDY3
1.6 SCOPE AND LIMITATION OF THE STUDY4
CHAPTER TWO5
REVIEW OF RELATED LITERATURE5
2.1 THEORETICAL FRAMEWORK FOR THE STUDY5
2.2 TRAINING AND DEVELOPMENT5
2.2.1AIMS OF TRAINING AND DEVELOPMENT8
2.2.2FORMAL TRAINING8
2.2.3METHOD OF TRAINING AND DEVELOPMENT9
2.3. NEED OF DEVELOPING THE EMPLOYEES11
2.3.1 Typical Reasons For Employee Training And Development11 2.3.2 Problems Of Training And Development Programme12
2.3.3General Benefits from Employee Training and Development12 2.3.4 BENEFITS OF TRAINING TO ORGANISATION13
2.3.5 Benefits Of Training To Employees13
2.4 TRAINING AND DEVELOPMENT PROCESS14
2.4.1 Identification Of Training Needs14
2.4.2 Training Programme Designing15
2.4.3 Implementation of the Training Programme15
2.4.4 Evaluation of the Programme15
2.4.5 Essence of Training and Development16
CHAPTER THREE17
RESEARCH DESIGN AND METHODOLOGY17
3.1 RESEARCH DESIGN17
3.2 QUALITATIVE RESEARCH17
3.3SOURCES OF DATA17
3.3.1 PRIMARY SOURCES OF DATA17
3.3.2 SECONDARY SOURCES OF DATA18
3.4 POPULATION OF THE STUDY18
3.5DETERMINATION OF SAMPLE SIZE18
3.6 ETHICAL CONSIDERATIONS18
3.7 METHODS OF DATA COLLECTION19
3.7.1 QUESTIONNAIRE DESIGN19
3.7.2 SECONDARY METHOD OF DATA COLLECTION19
3.8 METHOD OF DATA ANALYSIS19
4. DATA ANALYSIS PROCEDURE20
5. CONCLUSION AND RECOMMENDATIONS20
CHAPTER STRUCTURE21
REFERENCE22

CHAPTER ONE
INTRODUCTION

1.1BACKGROUND OF THE STUDY
Training and development of correctional staff is a critical component in the development of a modern correctional service. It is fundamental to meeting the overall objectives of the Namibian Correctional Service (NCS) which is to serve the community by keeping in secure, safe and humane custody those sentenced by the courts, and to work with offenders and others to reduce re-offending. In today’s dynamic environment the demand for professional and highly skilful workforce are necessary for every organisation to perform well in this environment. The workforce needs to be trained and the development of an employee to be highly skilled is essential. This research would examine how the employee performance can be enhanced by proper training and development. There is however, a significant disconnect between the overall strategic aims of the NCS and the operational delivery of training on the ground. The core of the training programme currently still reflects the historical legacy of the Namibian Prison Service, with a continued emphasis on the traditional security role of the prison officer, although however some progress had been made in introducing more developmental programmes. The changing role of the officer from ‘turn-key to role model’ is a critical one that requires significant support, and training will play a key part in this. It is therefore the aim of this research to find what needs to be done in the development of this agenda. The current training delivery of the NCS is not been informed by a systematic approach to analysis and tend to be ad hoc and...

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