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|Title:||The impact of training and development of academic staff as a strategic tool for enhancing job satisfaction at Bulawayo Polytechnic in Zimbabwe : a case study||Authors:||Rumutsa, Sheila||Issue Date:||2018||Abstract:||The research focused on the impact of training and development of academic staff as a strategic tool for enhancing job satisfaction at Bulawayo Polytechnic in Zimbabwe. The literature suggests that training and development can be a strategic tool to enhance job satisfaction . The target population for this study was 135 academic staff at Bulawayo Polytechnic in Zimbabwe. Due to a relatively small population, the survey method was employed . In this study, both the primary and secondary data sources were used in the study. A quantitative research design was adopted to conduct this research. The primary data was collected by way of a closed-ended questionnaire using the personal method of data collection. There was a significantly high response rate of (93,33%) which was largely due to the fact that the personal method was used for the administration of the questionnaire . The Statistical Program for the Social Sciences (SPSS) version 24.0 for windows was used for the statistical analysis. There were some significant and non-significant findings that emerged from the empirical analysis and results. The findings were analysed using various statistical techniques such as descriptive statistics, Fisher's Exact test and the Pearson's Chi-square. The majority of respondents (50.90%) revealed that academic staff training and development at Bulawayo polytechnic was not satisfactory . In addition, 56.30% of the academic staff at Bulawayo Polytechnic expressed that the unconducive working conditions did not permit them to perform well and 75.0% expressed that academic staff training and development at Bulawayo Polytechnic was not implemented successfully. The findings of this study revealed that there was no significant relationship between training and development strategies and job satisfaction at Bulawayo Polytechnic and this was also revealed by the hypotheses tested. The study recommends that Bulawayo Polytechnic management should organise more training workshops and seminars, improve the working conditions , open communication channels and ensure equitable compensation and benefit packages. The recommendations could be used in improving training and development and job satisfaction at Bulawayo Polytechnic in Zimbabwe. The study concludes by highlighting the directions for future research.||Description:||Submitted in fulfillment of the requirements for the degree of Master of Management Sciences: Human Resources Management, Durban University of Technology, Durban, South Africa, 2018.||URI:||http://hdl.handle.net/10321/3122|
|Appears in Collections:||Theses and dissertations (Management Sciences)|
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checked on May 22, 2019
checked on May 22, 2019
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