Assessment of the Impact of Training and Development programs among Public Hospital Medical Laboratory Professionals Performance in Addis Ababa city, Ethiopia
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Date
2021-09
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Addis Ababa University
Abstract
Background: The core of every service providing firms function relies on an organization’s greatest asset; its human resources. Training strategies ensure; staffs are competent and retained since they are satisfied, and that motivation and commitment are enhanced through promotion opportunities for all employees over the longer term through educational opportunities. But in developing countries public service organization, there are still challenging gaps especially in sub Saharan countries like Ethiopia due to various factors.
Objective: The purpose of this study was to identify the role of training and development programs on Medical Laboratory professionals (MLTs) working in public hospitals in Addis Ababa city.
Methods: Was used a descriptive cross-sectional study design conducted from March 02, 2021 to April 28, 2021. Purposive sampling technique for the selection of the sample respondents was employed (sample size=104). Data was collected through semi-structured questionnaire from 14 public hospital laboratories at Addis Ababa city. The research also followed a descriptive exploratory evaluation approach. Statistical analysis for the data set follow correlation analysis to understand the relationship between variables and statistical tools like SPSS version 20 was employed.
Results: Findings of the study showed that more than half of medical laboratory professionals (56.7%, n = 59) believe training and development programs enhances their job satisfaction, motivation, engagement and job performance. In contrast, considerable numbers of respondents (= 40%) either disagrees or remain neutral in compliance with lack of training and development programs available to respondents. Furthermore, multiple regression analysis indicated that except in the case of job satisfaction, training and development through mediation of job satisfaction and engagement of employees have significant predicting power of medical laboratory professional’s performance.
Conclusion: The outcomes of the current research are generalizable only to medical laboratory professionals in public hospitals in Addis Ababa (From March 02, 2021 to April 28, 2021) due to lack of formal documentation and uniform patterns of training and development programs.
Recommendation: policy makers and HRM personnel need to make their training and development procedures available to their line supervisors and researchers in order to enhance transparency and accountability of their human resource development function. Finally, the study has discussed the limitations, implications and future research area.
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Keywords
Training and Development, Employee, Job satisfaction, Motivation, Engagement,