AN INVESTIGATION ON TRAINING EFFECTIVENESS IN CAPACITY DEVELOPMENT OF CIVIL SERVANTS EMPLOYEES A CASE STUDY IN NORTH ZONE PROVINCES-OF AFGHANISTAN

Year 2019, Volume: 8 Issue: 4, 375 - 387, 05.12.2019

Noorulhaq Ghafoori , Abdul Khalil Marat Mustafa Rezaie

Abstract

This research has been conducted to understand the Training effectiveness in capacity
development of government employees, needs of civil servant employees, their
educational qualification, Knowledge, skill abilities, gender inequalities and
Percentage of young generation employees in Government of Afghanistan to
know whether trainings are effective on capacity Building of employees and how
to fill the gaps and shortage in knowledge and skills of employees.

There are huge inequalities in employment of
gender in government of Afghanistan which consist of 13% female and 87% are
Male. about education level 57% of employees Hold Bachelor and 1% are Master
degree, where 42% are 14 Passed and 12^th standard graduation that
most top level positions are administered by 14^th and 12^th graduation
staffs, 68% of employees are between age of 20-39 whereas 5% are at the age of
above 60 years old. 98% employees said that they are not satisfied with their
salary and remuneration.

KMO and Bartlett’s test of all variables being
calculated adequacy rate of 0.614 into four factors. Using the correlation
coefficient method shows that between Dependent variable (Training
effectiveness in capacity development) and two independent variables (Employees
Performance, Employees skills) there is a positive correlation coefficient.
When the rate of performance, knowledge and skills of employees improved means
the training was effective in capacity development of employees. Where third
independent variables (delegation of authority and decision making) has a
negative effect, when top management don’t delegate authority and do not
involve the low level managers in decision making training may not be
effective.

Keywords

Civil servant employees, Capacity Development, Knowledge, Effectiveness, Remuneration

AN INVESTIGATION ON TRAINING EFFECTIVENESS IN CAPACITY DEVELOPMENT OF CIVIL SERVANTS EMPLOYEES A CASE STUDY IN NORTH ZONE PROVINCES-OF AFGHANISTAN

Abstract

This research has been conducted to understand the Training effectiveness in capacity
development of government employees, needs of civil servant employees, their
educational qualification, Knowledge, skill abilities, gender inequalities and
Percentage of young generation employees in Government of Afghanistan to
know whether trainings are effective on capacity Building of employees and how
to fill the gaps and shortage in knowledge and skills of employees.

There are huge inequalities in employment of
gender in government of Afghanistan which consist of 13% female and 87% are
Male. about education level 57% of employees Hold Bachelor and 1% are Master
degree, where 42% are 14 Passed and 12^th standard graduation that
most top level positions are administered by 14^th and 12^th graduation
staffs, 68% of employees are between age of 20-39 whereas 5% are at the age of
above 60 years old. 98% employees said that they are not satisfied with their
salary and remuneration.

KMO and Bartlett’s test of all variables being
calculated adequacy rate of 0.614 into four factors. Using the correlation
coefficient method shows that between Dependent variable (Training
effectiveness in capacity development) and two independent variables (Employees
Performance, Employees skills) there is a positive correlation coefficient.
When the rate of performance, knowledge and skills of employees improved means
the training was effective in capacity development of employees. Where third
independent variables (delegation of authority and decision making) has a
negative effect, when top management don’t delegate authority and do not
involve the low level managers in decision making training may not be effective

Keywords

Civil servant employees, Capacity Development, Knowledge, Effectiveness, Remuneration

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