An Assessment of the Relationship Between Employee Training and Employee Performance in NAPSA Headquarters

Abstract

This study examined the relationship between employee training and performance at NAPSA Headquarters, with a focus on onboarding training, training needs assessment (TNA), e-training programs, and face-to-face training. The primary objective was to investigate how these training methods influenced employee performance and to assess their role in enhancing organizational productivity. By identifying the strengths and weaknesses of each training approach, the study aimed to provide actionable insights for improving NAPSA's training programs. A quantitative research methodology was employed, utilizing a sample of 172 employees selected through simple random sampling. Data was collected using structured questionnaires and analyzed using ANOVA and regression analysis in SPSS 27. The study measured the impact of each training method on employee performance, with a particular emphasis on identifying statistically significant correlations and regression coefficients. The findings revealed that face-to-face training had a strong positive association with employee performance, highlighting its effectiveness in fostering skill development and immediate feedback. In contrast, onboarding training showed a significant negative correlation with performance, suggesting that the current program failed to meet employee needs. TNA and e-training programs were found to have weak and statistically insignificant impacts on performance, indicating a need for improvement in their design and implementation. Based on these results, the study recommended redeveloping onboarding and e-training programs, enhancing the TNA process, and prioritizing face to-face training while exploring blended learning approaches. The study concluded that while face-to-face training was a critical driver of performance, other training methods required reassessment to better align with employee needs and organizational goals.