The Impact of Training and Development on Bank Employees' Performance

Employees are the bloodline and a significant asset of any organisation, whose job performance is rarely examined. For the bank profession, new entrants or employees are usually drawn from fresh university graduates, who hardly possess the requisite skills for the job. Yet, little attention has been paid to what training and development can do to enhance the job performance of these graduates in the banking industry; hence, this study. The active role they play in a company's success cannot be underestimated, as the quality of work the company produces depends on the quality of its human resources. As a result, it is imperative to equip these unique assets through effective training and development to maximise job performance due to the lack of industry-related skills that graduates lack when entering the working industry. Training and development must thus be relevant and directly linked to desired outcomes. The study's objectives were to explore the relationship between employee training and development and employee performance and establish whether organisational issues are constraints to employee performance. The study employed a descriptive research design utilising a quantitative research strategy with a positivist philosophy. Data was obtained through a structured questionnaire with a 5-point Likert scale. The results showed that training allows employees to sell better, acquire information, and manage change when needed. The findings also showed developmental issues that the bank faced, as a large portion of the respondents felt unaware of development opportunities within the bank. The bank should implement a development framework that will showcase the different career opportunities available within the establishment and take steps to promote employees to these positions.