The Effect of Employee Development Programmes on Performance of the Directorate of Citizenship and Immigration Cotrol (DCIC), Ministry of Internal Affairs, Uganda

Abstract

The study assessed the effect of employee development programmes on performance of Directorate of Citizenship and Immigration Control (DCIC). Specifically, the study sought to: Examine the influence of employee training, employee engagement and employee development on public service performance at DCIC. The adopted a cross-sectional design, alongside a triangulation of both qualitative and quantitative approaches of data collection and analysis. Out of the targeted sample size of 130 respondents, 90 fully participated in the study, representing a response rate of 69.2%. Quantitative data were analyzed using descriptive statistics, Pearson correlation and regression analysis techniques. Qualitative data were summarized and presented using verbatim statements. The findings showed that, employee training accounted for 30% of the variations in performance of DCIC; employee engagement accounted for 23.2% of the variations in performance of DCIC and employee development accounted for 23.6% of the variations in DCIC performance. It was thus concluded that; enhancing employee skills are through training programmes that take care of employees’ needs, alongside having a training policy in place can lead to better organisational performance. More so, failure to actively engage employees in decision making and depriving them of necessary information reduces their commitment and engagement. Lastly, the study concluded that employee development enhances workers’ skills and acts as a motivation towards better performance. Basing on the conclusions drawn, it was recommended that; Management of DCIC should consider having in place a sound training policy and be keen on the kind of training that would best benefit all employees; devise mechanisms of ensuring that all employees are effectively involved in decision making and lastly, have in place a mechanism through which supervisors should monitor the career progression of their staff.