Relationships between training and firm performance for early industrializing economy : case of Tanzanian firms
| dc.contributor.advisor | Marwa, Nyankomo Wambura | en_ZA |
| dc.contributor.advisor | Mori, Neema | en_ZA |
| dc.contributor.author | Towo, Neema Robert | en_ZA |
| dc.contributor.other | Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School. | en_ZA |
| dc.date.accessioned | 2020-02-26T12:42:54Z | |
| dc.date.accessioned | 2020-04-28T12:32:44Z | |
| dc.date.available | 2020-02-26T12:42:54Z | |
| dc.date.available | 2020-04-28T12:32:44Z | |
| dc.date.issued | 2020-03 | |
| dc.description | Thesis (PhD)--Stellenbosch University, 2020. | en_ZA |
| dc.description.abstract | ENGLISH SUMMARY : Industrialization is among the recent key economic moves for most African countries to maximize productivity and create sustainable jobs. With respect to that, countries design policies to strategically invest in human resources through different practices, one being training. Normally, the average policy cycle has a stage of monitoring and evaluation. Since countries use their scarce finances to develop their human capita, it is necessary to evaluate the progress in the process for review purposes. This study is undertaken to observe training effect on firm performance considering the employees quality defined by education level, its effectiveness in relation to existing needs and employers’ perception and understanding the causes of effect variation across firms. The dearth of literature in developing economies, the mixed conclusions from the existing literature on the topic, and the existing need for process effectiveness models were among the motivation factors for this study. Using the case of Tanzanian firms, the World Bank’s Tanzania Enterprise Skills Survey dataset released in 2017, and the field data collected in the country’s strategic regions were used in the analyses. In Chapter 3, a systematic moderation model is used to analyse the interaction effect of human capital sources on firm performance measures. The results show regardless of the sector, size or performance level of the firm, for a positive magnitude to be realised from training, there should be inputs from other human capital sources such as education. In Chapter 4, a moderated parallel mediation model is employed to realise the effectiveness of the conducted training through matching the demanded and supplied skills. The results suggest that above a specific threshold point of training needs, the effectiveness of training on employees’ skills status is minimized. This implies that the supplied skills should match the existing needs among the key success factors of training effectiveness. In Chapter 5, qualitative analysis was done using the firms’ top managers and employees’ responses on the viability of training as a human capital development strategy for firm performance. From the thematic analysis findings, the managers agreed that training effects vary across firms due to: the nature and implementation of firms’ customized training policy, the need assessment process, the effectiveness success factors such as employees’ qualities, firms’ response to external shocks, and managers’ willingness to change. The study concludes that the relationship of training and firm performance depends on the process of effectiveness. Once effective training exists, one can continue arguing about the effect of training on the firm’s performance. This can be viewed as a two-stage training effect analysis towards firm performance as presented in the conceptualized model in Chapter 6, which is an output of all the findings in this study. It is recommended that the monitoring and evaluation of training initiatives should be done regularly, not only at the firm level, but also at a national level for adjusting the strategies employed where need be. However, the evaluation should consider process analysis for the decision-makers to understand which areas in particular requires extra attention. | af_ZA |
| dc.description.abstract | AFRIKAANSE OPSOMMING : Industrialisering tel onder die sleutel ekonomiese stappe wat die meerderheid Afrikalande onlangs geneem het om produktiwiteit optimaal te laat funksioneer en volhoubare werksgeleenthede te skep. In hierdie opsig, formuleer lande hulle beleide om deur verskillende praktyke strategies te belê in menslike hulpbronne, waaronder opleiding een is. Gewoonlik het die gemiddelde beleidsiklus 'n stadium van monitering en evaluering. Aangesien lande hulle karige finansies aanwend om hul menskapita te ontwikkel, is dit nodig om die vordering in dié proses vir hersieningsdoeleindes te evalueer. Hierdie studie is onderneem om die opleidingseffek op ondernemingsprestasie waar te neem met inagneming van die werknemerskwaliteit, gedefinieer deur onderwysvlak, asook die doeltreffendheid daarvan in verhouding tot bestaande behoeftes, en werkgewers se persepsie en begrip van die oorsake van effek-variasie tussen ondernemings. Die gebrek aan literatuur in ontwikkelende ekonomieë, die gemengde gevolgtrekkings uit die bestaande literatuur oor dié onderwerp, en die bestaande behoefte aan proses-effektiwiteitsmodelle, tel onder die motiveringsfaktore vir dié studie. Die geval van Tanzaniese ondernemings, die Wêreldbank se Tanzania Enterprise Skills Survey-datastel, wat in 2017 vrygestel is, en die velddata uit die land se strategiese streke, is in die ontledings aangewend. In Hoofstuk 3 word 'n sistematiese modereringsmodel aangewend om die interaksie-effek van mensekapitaalbronne op ondernemings se prestasiemaatstawwe te ontleed. Ongeag die sektor, die grootte, of prestasievlak van die onderneming, dui die resultate daarop dat daar insette van ander menskapitaalbronne, soos onderwys, moet wees om 'n positiewe omvang uit opleiding te bewerkstellig. In Hoofstuk 4 word 'n gemodereerde, parallelle bemiddelingsmodel aangewend om die doeltreffendheid van die opleiding wat gebied is, te bepaal deur die vereiste en verskafde vaardighede te vergelyk. Die resultate dui daarop dat – bo 'n spesifieke drempelpunt van opleidingsbehoeftes – die doeltreffendheid van opleiding op werknemers se vaardigheidstatus tot die minimum beperk word. Dit impliseer dat die verskafde vaardighede moet ooreenstem met die bestaande behoeftes onder die sleutelsuksesfaktore van opleidingsdoeltreffendheid. In Hoofstuk 5 is kwalitatiewe ontleding uitgevoer deur gebruik te maak van die reaksies van die ondernemings se topbestuurders en werknemers op die lewensvatbaarheid van opleiding as 'n menslike kapitaalontwikkelingstrategie vir prestasie deur die onderneming. Uit die tematiese ontledingsbevindinge was die bestuurders dit eens dat die effek van opleiding tussen ondernemings verskil as gevolg van: die aard en implementering van ondernemings se pasmaak-opleidingsbeleid, die behoeftebepalingsproses, die effektiwiteitsuksesfaktore, soos werknemers se gehalte, ondernemings se reaksie op eksterne skokke en bestuurders se bereidwilligheid om te verander. Die studie maak die gevolgtrekking dat die verhouding tussen opleiding en prestasie deur die onderneming van die proses van doeltreffendheid afhang. Sodra doeltreffende opleiding blyk ’n werklikheid te wees, kan 'n mens voortgaan om te redeneer oor die invloed van opleiding op die onderneming se prestasie. Dit kan beskou word as 'n twee-fase opleidingseffekanalise van die onderneming se prestasie, soos in die gekonseptualiseerde model in Hoofstuk 6 aangebied, en wat 'n uitset lewer van al die bevindinge van dié studie. Die aanbeveling is dat die monitering en evaluering van opleidingsinisiatiewe gereeld gedoen word – nie net op die vlak van die onderneming nie, maar ook op nasionale vlak met die oog op die aanpassing van strategieë wat waar nodig, aangewend word. Die evaluering behoort egter prosesontleding te oorweeg sodat die besluitnemers kan begryp watter areas veral bykomende aandag verg. | af_ZA |
| dc.description.version | Doctoral | en_ZA |
| dc.format.extent | xv, 165 pages ; illustrations, includes annexures | |
| dc.identifier.uri | http://hdl.handle.net/10019.1/108327 | |
| dc.language.iso | en_ZA | en_ZA |
| dc.publisher | Stellenbosch : Stellenbosch University | en_ZA |
| dc.rights.holder | Stellenbosch University | en_ZA |
| dc.subject | Business enterprises -- Performance -- Tanzania | en_ZA |
| dc.subject | Employees -- Training of -- Tanzania | en_ZA |
| dc.subject | Human capital -- Tanzania | en_ZA |
| dc.subject | Conditional expectations (Mathematics) | en_ZA |
| dc.subject | Industrialization -- Tanzania | en_ZA |
| dc.subject | UCTD | |
| dc.title | Relationships between training and firm performance for early industrializing economy : case of Tanzanian firms | en_ZA |
| dc.type | Thesis | en_ZA |