ABSTRACT

This study was carried out on “The Effect of Employee Training on Job Security in Tubah Sub-Division.” In the global business landscape, where technological advancements and market dynamics are constantly evolving, organizations are increasingly recognizing the importance of investing in their employees’ professional development to stay competitive (Barron and Berger, 2020). Challenges in aligning training programs with the specific job roles and career development paths of employees are common, resource constraints which presents significant barrier to implementing comprehensive training programs that adequately enhance skill development is another problem noticed by the researcher, as well as the absence of adequate trainings which may lead to time wastage and reduced motivation, hampering employee performance in Tubah sub-division. Therefore, the main research objective of this study was to examine the effects of Employee Training on Job Security in Tubah Division. To accomplish the objectives of this study, a quantitative study was conducted in Tubah sub division by means of self- administered questionnaires. A sample size of 30 served as respondents. The respondents were selected through the convenient sampling method. The data was analyzed using the statistical package for social sciences (SPSS), descriptive and inferential statistics. A multiple regression test was done to verify the hypothesis of this study. Conclusion and recommendations were thereafter drawn from the literature and the findings of the study, the result of this study shows that Job security has a positive impact on employee’s training. Therefore, it is recommended that institutions should ensure that job security should be highly available in order to increase employee’s Training.

Key words: Employee Training, Tubah Sub-division, Job Security, Employee Infidelity.

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

Employee training is a critical component of enhancing workforce skills and competencies, directly influencing job security rates. In the global business landscape, where technological advancements and market dynamics are constantly evolving, organizations are increasingly recognizing the importance of investing in their employees’ professional development to stay competitive (Barron and Berger, 2020). This global perspective underscores the relevance of the topic, as companies worldwide strive to attract and retain top talent by offering comprehensive training programs.

Smith and Johnson (2019) found that organizations with robust training programs experienced higher levels of job security among employees. Additionally, the study revealed that well-trained employees were more likely to stay with their employers for an extended period, leading to improved security rates. These findings suggest that training not only enhances individual job performance but also contributes significantly to overall job security and employee commitment on a global scale.

Furthermore, the effect of employee training on job security is particularly crucial in the context of the war for talent, where organizations worldwide compete to attract and retain skilled professionals (Pfeffer and Sutton, 2006). In this hyper-competitive environment, providing effective training opportunities can serve as a strategic tool for organizations to differentiate themselves and create a positive work environment that fosters employee satisfaction and loyalty. Therefore, the study on the effects of employee training on job security holds significant implications for organizations globally as they strive to optimize their human capital in an ever-evolving business landscape.

Moreover, the global economic landscape has witnessed a shift towards knowledge-based industries, where the expertise and skills of the workforce play a vital role in organizational success (Eisenhardt and Martin, 2000). As organizations navigate this knowledge-intensive era, the need for continuous learning and skill development becomes imperative. Employee training becomes not only a means of adapting to technological advancements but also a mechanism for empowering employees, fostering a sense of competence, and thereby positively affecting their job security and commitment to the organization (Noe et al et al., 2013). This shift towards a knowledge-centric economy underscores the worldwide relevance of investigating the effects of employee training on job security, as organizations across the globe grapple with the challenges and opportunities presented by this evolving economic landscape.

In recent years, the African continent has witnessed a growing emphasis on human capital development as a means to enhance productivity and competitiveness in the global market (African Development Bank, 2019). With diverse cultures, languages, and educational backgrounds, understanding how training programs effects job security becomes essential for organizations operating in this region. Several studies have pointed out that employee-training programs in Africa have the potential to not only improve job-related skills but also foster a sense of job security and loyalty (Onitsha, et al.,, 2018). In the African context, where the job market is characterized by a mix of traditional and modern industries, the effectiveness of training programs can vary. It is crucial to explore the cultural nuances and organizational contexts that influence the perception of training initiatives among employees. Additionally, research has shown that investing in employee development positively influences security rates, which is particularly relevant in Africa where talent security can be challenging due to factors such as emigration and competition for skilled workers (Ojo, 2020).

Moreover, the effect of employee training on job security in Africa need to be viewed in the broader framework of sustainable development and social responsibility. Organizations in Africa are increasingly recognizing the importance of aligning their training programs with societal needs and promoting inclusive growth (UNDP, 2021). This perspective emphasizes the interconnectedness between employee development, job security, and the overall well-being of the community, making it imperative to explore the socio-economic effects of training initiatives in the African context.

Cameroon, like many other developing economies has experienced significant changes in its labour market, with a growing emphasis on the need for a skilled workforce to enhance economic development (World Bank, 2020). The country’s diverse cultural and linguistic landscape further adds complexity to the employment environment, making effective employee training programs crucial for bridging skill gaps and fostering job security among workers (Tchouassi et al.., 2018).

Several studies have emphasized the positive correlation between employee training and job security in various industries globally (Baldwin et al.., 2019). In the Cameroonian, this relationship is particularly relevant given the need for skilled human capital to contribute to the country’s economic growth and competitiveness. Organizations that invest in employee training not only enhance the skills of their workforce but also create a positive work environment, which has been linked to increased job security (Ngono et al.., 2021). However, it is essential to consider the specific cultural and contextual factors in Cameroon that may influence the effectiveness of training programs in achieving these outcomes.

Furthermore, the issue of employee security is critical for businesses in Cameroon, where the cost of recruitment and on boarding can be significant. High employee turnover can negatively affect organizational productivity and hinder long-term growth (Fomba et al.., 2017). Therefore, understanding the nuanced relationship between employee training, job security, in the unique Cameroonian context is essential for designing targeted and effective human resource development strategies that address the specific needs and challenges faced by businesses in the region. Future research should delve deeper into industry-specific dynamics and cultural nuances to provide comprehensive insights into the effects of employee training on job security in Cameroon.

1.2 Problem Statement

Employee involvement on job security positively drive the engagement of the employees. the degree to which an employee identifies with their work, actively participates in it, and derives a sense of self-worth from it. But many organizations in Tubah Sub-division face challenges in aligning their training programs with the specific job roles and career development paths of employees, as a result of lack of employee involvement on job. This misalignment often do not directly contribute to enhancing job security or addressing skill gaps relevant to employees’ roles, thereby limiting the effectiveness of training initiatives.

Moreso, skills give your employees a better future, even if that will be outside your organization. building the highest possible level of skills within a company often creates a sense of job security. But Tubah Sub-division faces resource constraints which may hinder the employee as they presents significant barrier to implementing comprehensive training programs that adequately address employees’ lack of skills. Limited budgets for training and development hinders the ability of Tubah Sub-division to offer continuous learning opportunities and skills enhancement programs, which are crucial for fostering a sense of security and career progression among employees in Tubah Sub-division. Addressing these challenges requires strategic planning to tailor training programs to organizational needs and sufficient resource allocation to support continuous employee development.

Furthermore, good training programs improve efficiency, effectiveness, and motivation, leading to enhanced productivity and better outcomes for both employees and organizations. the employees at Tubah Sub-Division does not yet have adequate understandings of the benefits thereof. The absence of adequate training can result in time wastage and reduced motivation, hampering employee performance in Tubah sub-division. Resolving this problem can help in fostering employee job security in Tubah Sub-Division

1.3 Research Questions

Based on the research topic, the following research questions were generated. They are separated in main and specific questions.

1.3.1 Main Research Question

What is the effect of Employee Training on Job security in Tubah sub-division?

1.3.2 Specific Research Questions

The specific related questions to solve the research problem included the following:

1. What is the effect of employee involvement on job security in Tubah sub-division?
2. What is the effect of skills on Job security in Tubah sub-division?

• What is the effect of training method on Job security in Tubah sub-division?

1.4 Research Objectives

Based on the research question, the following research objectives were generated. They are separated in main and specific objectives.

1.4.1 Main Research Objective

To examine the effect of employee training on job security in Tubah sub-division.

1.4.2 Specific Research Objectives

The specific related objective to solve the main research objective included the following:

1. To determine the effect of employee involvement on job security in Tubah sub-division.
2. To examine the extent at which acquired skills effect job security in Tubah sub-division.

• To establish the effect of training method on job security in Tubah sub-division.

1.5 Research Hypotheses

The research was based on the following Null hypothesis;

HO₁: Employee Involvement has no significant effects on job security in Tubah sub-division.

HO₂:  Acquired skills has no significant influence on job security in Tubah sub-division.

HO₃: Training method does not significantly contribute towards job security in Tubah sub-division.