Abstract:
The study on effectiveness of training programs on job performance in the private sector
in Tanzania was done at Halotel Tanzania whereby 100 respondents participated.
The general objective was to investigate the effectiveness of training programs on
job performance on the private sector in Tanzania and the specific objectives of this
study was: to identify types of training programs provide private institutions; to
determine techniques used by the private sector to provide training to employees and
determine the extent which training programmes influence employee performance.
The case study research design was adopted in this study, where both qualitative and
quantitative data were collected by using both simple random a purposive
sampling. Statistical Package for Social Science was used to analyze data.
The findings revealed that only 3 types of training are commonly provided by
the company to the employees. The respondents mentioned orientation/ induction
training, promotional training and internship training as the common types of the
training provided by the company. The findings discovered that, at Halotel Tanzania,
the technique used to provide training to employees is on basis of job techniques,
coaching/mentoring technique, lecture training technique, group discussion and
tutorial techniques, film and video training techniques as well as case study training
technique. In light of the findings presented above, this study concludess that The
study also concludes that the training program have an influence on the employee
perfomarnce as well as an organization’s performance. The study recommended human
resources managers to provide regular training for their staff, and assessment should
be done regularly to ensure positive feedback of training programs. This is not only
profitable for employees, but also the whole organization that the cost of operating
will decrease. Also, the company should create a desire for learning so that
employees will have an interest in training. Appropriate trainee selection process
ensures equal training opportunities for all staff depending on the availability of
funds without favouritism. The top management should also adopt an employee’s
participation approach in decision-making process to promote transparency and
guarantee trainee’s readiness.
