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

Yıl 2019, Cilt: 8 Sayı: 4, 375 - 387, 05.12.2019

Noorulhaq Ghafoori , Abdul Khalil Marat Mustafa Rezaie

Öz

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.

Anahtar Kelimeler

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

Öz

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

Anahtar Kelimeler

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

Kaynakça

• Using Training to Build Capacity for Development “An Evaluation of the World Bank’s Project-Based and WBI Training”IEG- Washington DC- 2008
• Ghosh A. (2005), Training manual by Department of Personnel and Training Government of India, in collaboration with the Thames University, UK and the Lal
• McKenna, Professor Emeritus, University of East London, Human Resource Management book(2002)
• Colquitt, J.A., LePine, J.A., Noe, R.A. (2000), "Toward an integrative theory of training motivation: a meta-analytic path analysis of 20 years of research", Journal of Applied Psychology, Vol. 85 No.5, pp.678-707.
• Decauza, D. and Robbins, P. (1996), Human Resource Practice, (5th) New York: John Willey & Sons Inc.
• Abdurrahman Hassi, Giovanna Storti, (2011) "Organizational training across cultures: variations in practices and attitudes", Journal of European Industrial Training, Vol. 35 Iss: 1, pp.45 – 70
• Aaron W. Hughey, Kenneth J. Mussnug, (1997) "Designing effective employee training programmes", Training for Quality, Vol. 5 Iss: 2, pp.52 – 57
• Ford, J.K., Weissbein, D.A. (1997), "Transfer of training: an updated review and analysis”, Performance Improvement Quarterly, Vol. 10 No.2, pp.22-41.
• Birdi, K., Allan, C., Warr, P. (1997), "Correlates of perceived outcomes of four types of employee development activity", Journal of Applied Psychology, Vol. 82 No.6, pp.845-57.
• Facteau, J.D., Dobbins, G.H., Russell, J.E.A., Ladd, R.T., Kudisch, J.D. (1995), "The influence of general perceptions of the training environment on pre-training motivation and perceived training transfer", Journal of Management, Vol. 21 No.1, pp.1-
• Burke, L.A., Baldwin, T.T. (1999), "Workforce training transfer: a study of the effect of relapse prevention training and transfer", Human Resource Management, Vol. 38 No.3, pp.227-42.
• Arthur, W., Bennett, W., Edens, P.S., Bell, S.T. (2003), "Effectiveness of training in organizations: a meta-analysis of design and evaluation features", Journal of Applied Psychology, Vol. 88 No.2, pp.234-45.
• Cromwell, S.E., Kolb, J.A. (2004), "An examination of work-environment support factors affecting transfer of supervisory skills training to the workplace", Human Resource Development Quarterly, Vol. 15 No.4, pp.449-71.
• Burke, L.A., Hutchins, H.M. (2008), "A study of best practices in training transfer and proposed model of transfer", Human Resource Development Quarterly, Vol. 19 No.2, pp.107-28.
• Milton Mayfield, (2011) "Creating training and development programs: using the ADDIE method", Development and Learning in Organizations, Vol. 25 Iss: 3, pp.19
• Alfred Pelham, (2009) "The impact of industry and training influences on Salesforce consulting time and consulting effectiveness", Journal of Business & Industrial Marketing, Vol. 24 Iss: 8, pp.575 – 584
• David Devin’s, Steve Johnson, John Sutherland, (2004) "Employer characteristics and employee training outcomes in UK SMEs: a multivariate analysis", Journal of Small Business and Enterprise Development, Vol. 11 Iss: 4, pp.449 – 457
• Deborah J. Rumsey Journal of Statistics Education, V10N3: Rumsey-Ohio state University- USA
• Baldwin, T.T., Ford, J.K. (1988), "Transfer of training: a review and directions for future research", Personnel Psychology, Vol. 41 No.1, pp.63-10