Abstract:
This study is aimed to explore the training and development processes and post training performance of employees in public orgainsation. The Commission on Human Rights and Administrative Justice was used as a case study. In order to test two contrasting theories on training, the study set out to investigate of the relationship between training/development processes and post training performance of CHRAJ. The sampleconsists of one hundred and seventeen employees of CHRAJ in the Greater Accra region. A cross-sectional survey design was adopted for the study. Principal component analysis and OLS regression models were used in data analysis.
Three key findings were reported. Firstly,CHRAJ has embraced the concept of staff training and development but her employees have not achieved maximum benefits from these training activities. Secondly, training need assessment is the most essential training process but the least efficient process in CHRAJ. Thirdly, aside training related issues, employee specific variables such as age and experience play major role in ensuring higher post training performance.
It is recommended that organisers of training programmes should find creative ways to receive input from the targeted trainees and incorporate the inputs into the training need assessment reports. Secondly, aside the practice of receiving written feedback from trainees after every training session CHRAJ should learn from these feedbacks. Finally, organisations should understand it is the quality of the training processes that leads to higher post training performance.
