AN INVESTIGATION ON TRAINING EFFECTIVENESS IN CAPACITY DEVELOPMENT OF CIVIL SERVANTS EMPLOYEES A CASE STUDY IN NORTH ZONE PROVINCES-OF AFGHANISTAN

Authors : Noorulhaq GHAFOORİ, Abdul Khalil MARAT, Mustafa REZAİE

Pages : 375-387

View : 13 | Download : 8

Publication Date : 2019-12-05

Article Type : Research Paper

Abstract :This research has been conducted to u n derstand the Training effectiveness in capacity development of government employees, needs of civil servant employees, their educational qualification, Knowledge, skill abilities, gender inequalities and Percentage of young generation employees in Government of Afghanistan to know whether trainings are effective on capacity Building of employees and how to fill the gaps and shortage in knowledge and skills of employees. There are huge inequalities in employment of gender in government of Afghanistan which consist of 13% female and 87% are Male. about education level 57% of employees Hold Bachelor and 1% are Master degree, where 42% are 14 Passed and 12 th standard graduation that most top level positions are administered by 14 th and 12 th graduation staffs, 68% of employees are between age of 20-39 whereas 5% are at the age of above 60 years old. 98% employees said that they are not satisfied with their salary and remuneration. KMO and Bartlett’s test of all variables being calculated adequacy rate of 0.614 into four factors. Using the correlation coefficient method shows that between Dependent variable insert ignore into journalissuearticles values(Training effectiveness in capacity development); and two independent variables insert ignore into journalissuearticles values(Employees Performance, Employees skills); there is a positive correlation coefficient. When the rate of performance, knowledge and skills of employees improved means the training was effective in capacity development of employees. Where third independent variables insert ignore into journalissuearticles values(delegation of authority and decision making); has a negative effect, when top management don’t delegate authority and do not involve the low level managers in decision making training may not be effective
Keywords : Civil servant employees, Capacity Development, Knowledge, Effectiveness, Remuneration