How Training of Employees Contribute To the Achievement of Proper Records

Management

Findings in table 7. A bigger percentage of 23 (51.1%) respondents show that if employees

undertake training in registry management skills they perform better representing hence leading
to attainment of organization objectives.

Organizational Issues That Constrain Training

Of the 45 (100%) staff of the employees, 24 (53.3%) mentioned irregular training, 22

(48.9%) reported lack of available funds, 38 (84.4%) felt they were understaffed, 34
(75.6%) reported a lack of time for training, 33 (73.3%) stated low payment in the form
of salaries, 32 (71.1%) indicated lack of promotion and salary increments after training
and 28 (62.2%) mentioned an absence of a staff training policy. 10 (22.2%) reported
inadequate training facilities, 7 (15.5%) a lack of support from the parent organizations,
6 (13.3%) unscheduled training sessions, while 5 (11.1%) indicated the need for more
practical than theoretical training. 4 (8.8%) specified lack of transparency in selection of
staff to be trained while 3 (6.6%) stated irrelevant training sessions as illustrated in
Table 13 above.

Of the 45 (100%) UPS staff, 25 (55.6%) indicated a limited budget, 30 (66.6%)

mentioned a lack of training and development policy, while 28 (62.2%) mentioned that
staff retention after training was a challenge for management. 20 (44.4%) stated lack of
time off to train, 19 (42.2%) reported understaffing, 5 (11.1%) indicated all staff wanted
to training at the same time, while 5 (11.1%) indicated lack of interest in training or a
negative attitude of library staff towards training.

Reported that staff wanted to be paid to attend training and another 5 (11.1%) stated there were few
local training institutions available to offer relevant training

How Training and Development Needs of Employees Are Determined

A majority 32 (72%) of the registry staff said they were sponsored by their employers followed
by nine (20%) who indicated that other professional organizations sponsored the training. Six
(13.3%) staff were self-sponsored and 11 (24.4%) did not respond to the question possibly
because they did not have knowledge about training and development sponsorship.

To find out more about sponsorship, the 45 (100%) registry staff were further questioned in an
open-ended question, to specify other sponsors, if any. Twenty seven (60%) registry staff
reported Institutions and universities sponsorship for training while 18 (40%) did not respond to
the question, possibly because they lacked knowledge about registry management training and
skills development sponsorship.

A majority of 30 (66.7%) reported that they had not been prevented from participating in
registry management training and skills development activities, 23 (76.7%) indicated they had
been prevented. 4 (13.3%) were unsure, while 3 (10%) did not respond to the question. This
was possibly due to the fact that they did not want to disclose their position concerning their
prevention from attending training and development activities.
The 15 (100%) registry staff who stated they had been prevented from participating in registry
management training and skills development activities were further asked in question to provide
details as to why they were prevented. They provided the following reasons:

XXXXXXXXXXXXXXXX

Registry management training and skills development should be continuous and offered to all staff
Staff should be motivated to train and should be given recognition awards, promotion and salary
increments
Registry management training and skills development should be scheduled and budgeted for and this
should be communicated early enough to all staff
There should be a clear policy on training and development
Registry management skills attainment needs should be identified before training commences
Trends, integrating both theory and practice
Staff retention policy should be developedManagement should give staff time off to participate in
attaining registry management skills
UPS should employ efficient and adequate staff
UPS should provide efficient and quality facilities for attaining Registry management skills