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of the interviewees were of the opinion that there was very little or no job security at
public institutions such as NAWEC. Although this fact was inferred, the interviewees
expressed concern about how senior officials in such
institutions do not see
opportunities for growth or development. As a result,
qualified personnel and
professionals do not want to work for institutions like NAWEC. Related to this point is
the issue about title. The fact that some people want to be recognized with authority,
one of the interviewees thought that introducing job titles that attract such individuals,
will be beneficial. Another concern which was raised by all the interviewees is the lack
of appropriate and required talent in the labour market. The educational system of The
Gambia is such that technical training centres do not train
on the speciality areas
required by NAWEC. The very few who may be qualified are mostly hard to come by
as they are unwilling to work for such institutions.
4.6.3 Impact of training on performance
The impact of training on performance in the past five years was generally seen to be
positive, but interviewees were quick to say that much needs to be done.
Training
according to them is employee driven and as a result, “not specialized or appropriate for
the tasks to be done”. Even though the impact could not be measured, it was felt and
seen in the new and creative ways the trained employees now perform their duties.
Aside the higher performance, increased productivity and
higher morale were evident
among those trained or on training. This is because, the trained employee develops self
esteem and confidence to do his/her job better. The felt positive impact was more
towards the individual than the Company. It was therefore
a unanimous call for the
Company training needs to be considered by introducing more company operations
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oriented factory training than just providing academic
programs which are not job
specific.
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