Discussions and interpretations

6.1 Discussions and interpretations

The discussions and interpretations are made subject to the research findings. The demographic results from the findings shows that more male respondents responded compared to female respondents in the percentage of 65% and 35% respectively. The findings also revealed that 85% of the respondents are lower level employees compared to 15% of the respondents who are managers and supervisors of world food program. The majority of the respondents according to the results said that they underwent job training and development program compared to 10% who said that they did not undergo Job training and development programs. The finding revealed out that mentoring technique is frequently used and that it ’s used because it enables them to acquire skills and knowledge for specific task; that is convenient, The discussions and interpretations are made subject to the research findings. The demographic results from the findings shows that more male respondents responded compared to female respondents in the percentage of 65% and 35% respectively. The findings also revealed that 85% of the respondents are lower level employees compared to 15% of the respondents who are managers and supervisors of world food program. The majority of the respondents according to the results said that they underwent job training and development program compared to 10% who said that they did not undergo Job training and development programs. The finding revealed out that mentoring technique is frequently used and that it ’s used because it enables them to acquire skills and knowledge for specific task; that is convenient,

positive impact on employees’ job performance. Most of the respondents according to the research findings said that the job training

programs are set according to the job descriptions. Also most of the respondents according to the findings rated the assessment procedure as being good. The findings also indicated that job training programs improve competitiveness, employees’ job commitment, customer care services, flexibility in performing other tasks,

employees and management relationship, motivates employees to perform better before and enable employees to achieve the organizational goals and objectives. The findings also showed that an employee qualifies for job training and development programs when; he or she is fresh from school, he or she is recommended for promotion, and the employees’ performance does not conform to the goals and objectives of the

organization. The findings also proved that World food program, south Sudan office job training programs need improvement and can be done by; setting the programs according to employees job description, be frequent, be decentralized to the departments and field

offices, that employees should be given sufficient time, and all employees should be subjected to it except the support staffs. The findings show that most employees underwent mentoring job training program. The findings indicate that although other job training techniques are used for example orientation, induction training, delegation, apprenticeship, under study program and internship in the organization, the majority of the respondents underwent mentoring job training techniques and it is the most frequent technique in the humanitarian organization. The findings also revealed that the job training programs mainly take more than 1 month but no respondent state undertaking job training programs for more than I year. The respondents said that mentoring job training technique is used because it enables the trainees acquire skills and knowledge for specific tasks in the system for no extra cost, enable employees to do what is expected out of them and that it makes employees to know what is happening in their departments. The study also found out that, besides support staffs, the whole staff in the organization are entitled for job training programs basing on needs analysis for each employee. However, the research showed that, an employee qualifies for job training programs when; the employee is right from the school, the employee is recommended for promotion or to take up a new task, the employees performance does not meet the goals and the objectives of the organization and when the need for flexibility arises, there is need for job training. The research findings also further showed that the majority of the respondents agreed that job training programs have direct positive impact on their job performance.

According to the research findings, the majority of the respondents also said that the job training programs are set according to their job description although the few minority failed to see it that way.

The findings are in line with Esemu (1996), that employee’s competence enhanced by job training enables an organization to become more profitable and competitive.

Most of the respondents further revealed that job training programs increase their commitment to their jobs, increases profitability, improves customer cares as they get more

detailed knowledge on the organization’s activities, improves their relationship with management, enable them to achieve the goals and objectives of the organization easily,

the findings also agrees with Armstrong (2001) that job training programs enable employees to perform better and flexible in taking up other tasks easily. According to research findings, world food program, south Sudan office training programs need improvement and the following are the views of the respondents.

 It should be set according to employee’s job description.  It should be frequent in order to build the capacity of the staff.  It should be decentralized so that it covers the sub-offices.  It should be organized at every unit of the organization.  Employees should be given sufficient time for training more especially in mentorship.  It should be for all the staff of world food program except support staffs.

Nevertheless, the findings revealed that world food program, south Sudan office faces number of problems in implementing the job training programs and the following are the problems identified by the respondents.

 There is inadequate time scheduled for training leading to inadequate information and training to employees.  Research and development are inefficient in identifying the needs for job training in world food program.  That the same people are usually selected for job training leaving some of the employees without the skills required to improve their efficiency and performance in their job

description. That some of the employees are selected based on their relationship with their supervisors.