Influence of Training Strategy on Employee Performance: A Case Study of Sameer Africa Limited

The general objective of the study was to investigate the influence of training strategy on employee performance in Sameer Africa Limited. The objectives of the study were three To determine the influence of knowledge on employee performance in Sameer Africa Limited. To establish the influence of skills on employee job performance in Sameer Africa Limited. To establish the influence of attitude on employee performance in Sameer Africa Limited. The study adopted the descriptive research design. The population under study was the 500 employees of Sameer Africa Limited. However, a census of the 32 employees at the headquarters were the one that were included in the study. The sampling technique that was used in the study were stratified and purposive sampling designs. Structured questionnaire was used in collecting of data. The questionnaire was developed and organized on the basis of the research objectives to ensure relevance to the research problem. The study employed the use of statistical frequencies like percentages to analyze the various differences in population demographics. Excel was used in analyzing the study and also the use of charts, tables and pie charts were also used. This study was in the body of knowledge under the theory that a business cannot exist without both financial and human capital. It is the employees who work for the company, performs necessary task to make the company function and are responsible for the profit and growth of the company. The study also is in the body of knowledge under the theory of organizational equilibrium, Vrooms expectancy theory and March and Simon organizational equilibrium theory. The authors proposed that desirability of movement and ease of movement are the two main drivers of employee turnover. Retaining top talent is a primary concern for many organizations today and this study recommended that retention strategies should be aimed at retaining highly skilled personnel and at the same time building up under-performers. Feedback on employee performance is vital to building confidence in the retention practices at SAL