The effect of training on employees performance in local government in Rwanda: A case of Muhanga District

The purpose of this study was to establish the effect of training on employee performance in local government in Rwanda. Training is a planned process by which the skills, abilities and aptitudes of employees to perform definite jobs through learning experience to achieve effective performance in an activity as explained in the glossary training terms. The study’s objectives were: to identify the effect learning design adopted for employee in Muhanga district; to assess the effect of evaluation of learning programs organized on the employee performance results in Muhanga district; and to establish the learning roles and its relationship with employee performance in Muhanga district. The overall view is that training accelerate the improvement in employee performance and that organizations should therefore contribute in training of the workforce. The gains of training can only be appreciated with a clear understanding of its direct effect on employee performance. It is in this line that this study hunted to assess what effect training has had on the employee performance at Muhanga district. The researcher would be used a descriptive design; the population of the study is 178 employees of Muhanga district and a sample size of 123 respondents would be used to get a more reliable analysis. The data was collected by using a questionnaire and would be analyzed by using SPSS. A quantitative data would be collected from closed ended questions and would be analyzed using descriptive statistics while narrative data will be obtained by using qualitative data analysis method. The questionnaires were distributed to123 in Muhanga district. The study dealt with training and employees’ performance compilation. Analyzing qualitatively and quantitatively the findings, with the help of SPSS, the researcher analysed the outcome of training on employees’ concert in local government in Muhanga district. After the analysis and interpretation of findings, it should be concluded that different strategies such as face-to-face trainings, retreat trainings, on-line trainings and workshop trainings, and evaluation of learning programs organized had been applied to provide new and different experiences to the employees and make them regularly achieve their week activities, score all reported activities at more than 70 % at the finale of the year and making service seekers satisfied. Therefore, the relation between learning programs and employees’ performance was established with a regression line of 0.708 and p value which is less than 0.05 as long as the trained employees were working in group with others to helped to do the organizational goals, were the best performance and Muhanga local government’s performance was based on trainings accessed to employees as well as all employees who obtained training were model in work productivity.