Summery of the findings

5.2 Summery of the findings

5 .2.1 Mentorship and employee’s performance

The study found out that mentorship gives the employees necessary skills to work in the task from start to the end, because majority of the of the employees have agreed that the mentorship gives the employees necessary skills to work in the task from start to the end and as well as inspires employees performance. The study also found that after employee mentorship, as an employee they got a new skills and ability to serve more. These findings are in agreement with the Schooley, (2010), who noted that mentorship involves

a formal or informal training partnership where employees receive information, basic skills, advice, and guidance from an experienced professional, usually within the organization, who has expertise and a motivation to help others grow in their jobs. In a traditional sense, mentorship involves a process that brings together the inexperienced and the experienced in an attempt where the former will gain knowledge, self-confidence, skills and competencies from the later as they transit through the process Colky& Young, (2006). Howe ver the study found out that Puntland Civil Service commission doesn’t use mentorship programs and 60% of the respondents have total disagree that the institution is currently using the mentorship as a training method to inspire the employee’s performance.

It was also found out that Puntland civil service commission employees needs an adequate and continuous mentorship training programs in order to increase the employees performance and in overall the organizational performance.

5.2.2 Job Rotation and Employees performance

The study found out that Job rotation reduces the employee’s turnover from the organization, because when respondents were asked on this statement majority of the respondents agreed this idea. The study also found out that Job rotation helps employees to learn about different departments. The study was also found out that Puntland Civil

Service commission doesn’t have an organizational job rotation plan because most the respondents of this study have disagreed that Puntland Civil service commission have an organizational job rotation plan followed. Mccourt & Eldridge (2003), job rotation involves training of employees while on their jobs and it involves the movements of employees from one official responsibility to another as a way of enhancing employee skills for instance getting on higher rank position by way of promotion within the same department in the organization, one branch of the organization to another within organization. Edward (2005) describes

job rotation as “the process of switching a person from job to job” which increases an employee’s performance and value to an organization. Job rotation can be defined as the

performance by an employee of a new assignment on a temporary basis for an agreed period of time. Job rotation can either be task rotation or a position-oriented rotation, with management determining the need for a specific job. Findings further revealed that Job rotation improves the skills, knowledge, and experience of the organizational employees. Also the study found out that Job rotation positively emboldens employee’s moralities and performances and the majority of the study respondents have agree that Job rotation positively emboldens employee’s moralities and performances.

5.2.3 Workshops/Seminars and Employees performance

The study found out that employees generally have agreed that workshops contributes employees to understand their area of working, the study also reveals that that learning through workshops influences the organizational performance by greater employees performance because when respondents have asked this statement most of the respondents have agreed this idea. The study also found out that Implementing

Workshops in the organizational level is a solution to covering employee’s performance Workshops in the organizational level is a solution to covering employee’s performance

5.2.4 Departmental Committee assignment and the employee’s performance

The study found out that Committee assignment develops team work in the organization, majority of the Puntland Civil Service Commission employees have agreed this statement that committee assignment develops team work in the organization, the study also found out that Departmental Committee assignment helps to the employees to develop team spirit and work in a united way towards achieving common goals. Findings on how relevant were departmental committee assignment trainings employees received to their work indicated that almost the trainings that employees received were relevant to their work. The study findings indicated that exercising departmental committee assignment can create a platform where by the employees can share and exchange their expertise, skills and motives because when respondents have asked this statement most of the respondents have agreed that Committee assignment creates a platform where by the employees can share and exchange their expertise, skills and motives. These findings as well supported the argument of Raj Kumar, (2010), under the committee assignment, group of trainees are given and asked to solve an actual organizational problem, the trainees solve the problem jointly, It develops team work.in this method trainees are asked to solve an actual organizational problem. The trainees have to work together and offer solution to the problems, assigning talented employees to important committees can give these employees a broadening experience and can help them to understand the personality issues and processes governing the organization.

5.2.6 Service Delivery

The study found out that On-the-job training programs are the tools for improving basic public service delivery, since most of the Puntland Civil Service Commission employees had agreed this statement on-the-job training programs are the tools for improving basic public service delivery. The research also found out investing public sector training is a smart choice for improving public service delivery, most of the research respondents had agreed that investing public sector training is a smart choice for improving public service delivery, The study found out that On-the-job training programs are the tools for improving basic public service delivery, since most of the Puntland Civil Service Commission employees had agreed this statement on-the-job training programs are the tools for improving basic public service delivery. The research also found out investing public sector training is a smart choice for improving public service delivery, most of the research respondents had agreed that investing public sector training is a smart choice for improving public service delivery,

The study findings indicated that effective training and development programs as a function in the public service delivery because when respondents have asked this statement majority of the respondents have agreed that Effective training and development programs as a function in the public service delivery. The study also found out that on-the-job training motivations matters the good public service delivery, almost majority of the respondents have agreed that on-the-job training programs motivations matters the good public service delivery. These findings as well supported the argument of Bernardin,( 2003), found a positive relationship between workplace training and organizational service delivery, from an employee stand point, a training received is related to a significant portion of satisfaction experienced on the job, employee’s value training and job, it was also Examined on another level, employees view training as an aspect that allow them to be better able to offer good service delivery since they are already satisfied them and will increase their performance levels.

5 .3 Summary

The researcher based on the research findings concludes that; there is a positive relationship between the on-the- job trainings and employees’ performance and the level of their good public service delivery. Giving on-the-job training programs to the Puntland Civil Service employees inspires them moralities and performances and as well as improves basic public service delivery. Application of the work done and provision of the workshops/seminars assistances positively affects employee’s performance thus improving their morale, skills, expertise, knowledge and teamwork in their work. From the findings the level of performance an employee perceives by receiving on-the- job training programs is expected to influence positively the good public service delivery of the institution in the same manner as the job rotation does.

The study sought to analyze the effect of on-the-job-training on employee performance in Puntland Civil Service Commission, Puntland, Somalia and the following were the study findings.

The first objective soug ht to analyze the influence of the mentorships on the employee’s performance in the Puntland public Civil Service Commission and the result shows that mentorship training programs are more likely to enhance employee’s performance and

the good public service delivery. The second objective sought to determine how job rotation affects employees’ performance in the Puntland public Civil Service

Commission and the findings showed that there is a significant direct relationship between on the job rotation programs sustained by the institution and employee task performance. The third objective sought to analyze the impact of employee workshops

on the employee’s performance in the Puntland public Civil Service Commission and the findings showed that there is a significant direct relationship between the job workshops/seminars developed by the institution and the organizational performance and the good public service delivery. The fourht objective south find out how committee assignments has influenced employees’ performance in the Puntland public Civil Service Commission and the findings showed the level of performance an employee perceives by receiving

departmental committee assignment’s training programs is expected to influence positively the good public service delivery of the institution in the same manner as the job rotation does.