Gifty Awuku, Mabel Korankye Danso, Faustina Nana Yaa Boatemah, Patience Adjetey


Every institution or organisation must now deal with the capacity building because the quality of human resources is helpful to any firm. Due to variables like the degree of external change, such as new markets or processes, the compliance of existing employees, and most importantly, the degree to which the organisation supports the idea of internal career development, the quantity and quality of training carried out greatly varies from organisation to organisation. Unlike some businesses, which start by recognising their training needs, then plan training activities logically, and then assess the results of training, most organisations satisfy their training needs in an ad hoc and random manner. Therefore, this study used Accra Technical University as a case study to examine the effects of capacity building on employee development in public sector firms. The goal of the study was to ascertain the function of staff capacity building, with a special focus on administrators who were arbitrarily chosen. The study evaluated Accra Technical University's training and development programme and examined whether employee performance has increased as a result of training. To gather primary data from university personnel, a questionnaire was created using structured questions. The findings suggested that employees were not properly informed about the organization's training and development programmes. The majority of employees believed that personal and organisational success could be achieved through training and development. The results showed that, in terms of the generally accepted planned and methodical structure of the training process, training techniques, methodologies, and activities were the best practises. The university should assist its workers by developing structured programmes for training and development of its employees, among other things, as well as ensuring that the procedures involved in training are properly followed.

Chaque institution ou organisation doit désormais s'occuper du renforcement des capacités car la qualité des ressources humaines est utile à toute entreprise. En raison de variables telles que le degré de changement externe, tels que de nouveaux marchés ou processus, la conformité des employés existants et, surtout, le degré auquel l'organisation soutient l'idée de développement de carrière interne, la quantité et la qualité de la formation dispensée grandement varie d'une organisation à l'autre. Contrairement à certaines entreprises, qui commencent par reconnaître leurs besoins de formation, puis planifient les activités de formation de manière logique, puis évaluent les résultats de la formation, la plupart des organisations satisfont leurs besoins de formation de manière ponctuelle et aléatoire. Par conséquent, cette étude a utilisé l'Université technique d'Accra comme étude de cas pour examiner les effets du renforcement des capacités sur le développement des employés dans les entreprises du secteur public. L'objectif de l'étude était de déterminer la fonction de renforcement des capacités du personnel, avec un accent particulier sur les administrateurs qui ont été choisis arbitrairement. L'étude a évalué le programme de formation et de développement de l'Université technique d'Accra et a examiné si les performances des employés avaient augmenté grâce à la formation. Afin de recueillir des données primaires auprès du personnel universitaire, un questionnaire a été créé à l'aide de questions structurées. Les résultats suggèrent que les employés n'étaient pas correctement informés des programmes de formation et de développement de l'organisation. La majorité des employés estimaient que le succès personnel et organisationnel pouvait être atteint grâce à la formation et au perfectionnement. Les résultats ont montré qu'en termes de structure planifiée et méthodique généralement acceptée du processus de formation, les techniques, méthodologies et activités de formation étaient les meilleures pratiques. L'université devrait aider ses travailleurs en développant des programmes structurés de formation et de développement de ses employés, entre autres, ainsi qu'en s'assurant que les procédures liées à la formation sont bien suivies.


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