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The transition from informal to formal economy represents a fundamental transformation in how organisations manage their human resources, especially regarding employee training and development. This study explores how formalisation reshapes training and development practices in Zimbabwean business enterprises, focusing on the link between enhanced employee capabilities and perceived career growth opportunities. Drawing on an interpretive phenomenological study of 25 participants, including employees, HR managers, business owners/executives and policymakers from organisations that have formalised their operations within the past five years, the research captures lived experiences of training transformation across manufacturing, retail, hospitality, construction, mining and transport sectors. The findings reveal a significant shift from unstructured, experiential learning characterised by “trial and error” and peer observation to systematic, structured training programmes including formal induction, technical upskilling, safety compliance workshops, customer service training and regular refresher courses. Crucially, formalisation has made it possible for long-term career advancement through employer-funded external certifications, nationally recognised qualifications, leadership development and clear progression pathways. However, challenges persist including uneven access to training across departments, resource constraints affecting training frequency and difficulty balancing productivity with development activities. With implications for practice and policy in transitioning economies, the study provides empirical data on how formalisation changes human capital development from a survival mechanism to a strategic career-enabling function.

Training and development are globally acclaimed determinants of employee performance and organizational success, particularly for service sectors such as banking. Despite the prominence of T&D in the banking sector, empirical studies attempting to quantify the influence of  training and development on  service quality  have yielded mixed results .This research aims to reconcile these conflicting findings in the literature by redressing the existing knowledge gap and the limited body of literature by examining the effect of Training and Development programs on communication and service assurance as the specific service quality dimensions at Indo-Zambia Bank. The Quantitative study was grounded by a positivism paradigm with a descriptive research design. A cross-sectional survey was undertaken using a structured questionnaire administered to 100 Indo-Zambia Bank employees who were chosen using stratified random sampling. Descriptive and Pearson correlation coefficient using SPSS were conducted to establish the statistically significant relationship between T&D and communication and assurance. Results reflect a statistically significant relationship between the T&D and communication (p < .002) and assurance (p < .001). The most implemented T&D programmes included KYC Training, Induction/Onboarding, Ethics & Confidentiality, Customer Service Excellence, Service Recovery/Complaint Handling, Digital Systems & IT Training, Communication & Interpersonal Skills, and Leadership/Coaching. The study concluded that T&D improves communication (r=.279) and assurance (r=.271). The study concludes that T&D programs at Indo-Zambia Bank significantly and positively influence communication and service assurance. At a policy level, the findings inform regulatory emphasis on continuous professional development as a mechanism for sustaining competitive service standards in Zambia’s financial sector.

In today’s era of disruption and rapid technological advancement, the demands for organisational competence development are on the rise (Richter et al., 2020; Schaeffer, 2017). Making investment in human capital development the single most guarantor or tonic for sustainable competitive advantage for any organisation. The primary purpose of this study is to examine the relationship between training, demographic variables and employee job satisfaction. The research employs a positivist paradigm, utilising a deductive approach characterised by quantitative methods. It incorporates a longitudinal study and a pre-post quasi-experimental survey design to gather data from a randomly sampled population of 526 participants from 5 companies in South Africa. Utilising diverse multivariate statistical methods, such as analysis of variance (ANOVA) and correlation and regression modelling, for data analysis. The study’s empirical evidence revealed that (i) those workers who received more training are more motivated than those who received less or no training at all. Further, categories of demographic variables that led to a significant increase in the dependent variable i.e. “employee motivation and job satisfaction” consisted of skilled workers, females, South Sotho language group, those who had post-Matric qualifications and those with 6 – 10 years’ experience in the same job. This paper offers insights to management, especially HR policy makers on creating a learning culture and embrace the value of continued investment in human capital. Plethora of documentary evidence proved T&D to be the predictor of organisational efficiencies, profitability and long-term survival and growth. 

This quantitative study assesses the effects of T&D programs on service quality at Indo-Zambia Bank. Few empirical studies have been conducted to assess the impact of T&D on service quality levels in banks in Southern African developing countries, including Zambia. This research tries to redress the existing knowledge gap and the limited body of literature by focusing on the Zambian bank. The study was grounded in a positivist paradigm with a descriptive research design. A cross-sectional survey was conducted using a structured questionnaire administered to 102 Indo-Zambia Bank employees selected through stratified random sampling. Descriptive and Pearson correlation analyses were conducted in SPSS to establish the statistically significant relationship between T&D and reliability and responsiveness. The results reflect a statistically significant relationship between T&D and reliability (p < .001) and responsiveness (p < .001). The most implemented T&D programmes included KYC Training, Induction/Onboarding, Ethics & Confidentiality, Customer Service Excellence, Service Recovery/Complaint Handling, Digital Systems & IT Training, Communication & Interpersonal Skills, and Leadership/Coaching.  The study concluded that T&D programs at Indo-Zambia Bank significantly and positively influence both SERVQUAL dimensions, with responsiveness most strongly enhanced by Induction/Onboarding and assurance most strongly driven by Ethics & Confidentiality training.  At the industry level, the study offers a contextually validated framework that regulators and training institutions may use to align professional development standards with measurable service quality outcomes in Zambia’s banking sector. Further research can be conducted in other sectors to verify whether the results will be the same

Globally, staff development is essential for enhancing employee performance and promoting organizational success (Akdere & Egan, 2020). In the context of local municipalities in KwaZulu-Natal (KZN), the absence of effective staff development has been recognized as a significant factor contributing to inadequate service delivery (Thusi & Selepe, 2023). Although the importance of staff development is acknowledged, municipalities face challenges in determining the effectiveness of these initiatives (Zulu, Yalezo & Mutambara, 2022). The COVID-19 pandemic has further intensified these issues, resulting in organizational changes, such as the shift to remote work, which have affected employee performance (Rogerson & Rogerson, 2020). This study investigates the influence of staff development programs on employee performance, with a focus on the Msunduzi Municipality. A literature review identified notable challenges, including insufficient engagement, inadequate compensation, and a lack of consultation during the development of performance management systems (Khunoethe, 2021; Govender & Bussin, 2020). The study is grounded in Human Capital Theory, which suggests that investing in employee skills leads to enhanced performance and improved service delivery (Mphahlele & Zandamela, 2021). The methodology involved purposive sampling and in-depth interviews with staff at the Msunduzi Municipality to gain insights into their perceptions of staff development programs. The findings indicated that while training programs were appreciated, they often lacked alignment with broader organizational goals. Personal Development Plans (PDPs) were identified as vital for synchronizing individual growth with municipal objectives; however, challenges related to performance management persisted, reflecting a compliance-driven culture. The study advocates for the implementation of a more integrated staff development framework that focuses on goal-oriented, needs-based training aligned with organizational objectives. Additionally, continuous monitoring and mentorship programs are recommended to ensure ongoing improvements in service delivery and employee performance. Addressing economic constraints through strategic resource allocation will be crucial in overcoming these challenges.

Whenever the issue of poor employee performance arises, the question of the provision of staff training takes center stage. Staff training is seen as the principal driving force and central to effective and efficient job performance. The quest to achieve high performance at the workplace has always been derailed by an acute lack of skills. Despite the plethora of studies of staff training and employee performance in different sectors, the literature has not yet explored the relationship between the two variables in the transport sector, particularly in the South African context. However, the relationship between staff training and employee performance has been engulfed in and apprehended by complexities, mistrust, and misunderstandings. It is through this premise that this paper seeks to evaluate the influence of staff training on employee performance in the transport sector. The study adopted an exploratory research design and tapped into a qualitative research approach. Using the purposive sampling technique, a sample of 15 respondents, comprised of skill development representatives of organizations operating in the transport sector in Durban, were interviewed. Unstructured interviews were used to collect data from the respondents. The key findings revealed that staff training has a positive influence on employee performance in the transport sector. The study plays a pivotal role in extending knowledge in the fields of staff training and employee performance.

Highly engaged employees ensure organizational competitiveness and success. The study examined whether employee engagement mediates the relationship between human resource development and employee turnover intentions. A field study was conducted among six indigenously owned healthcare institutions and 14 internationally owned healthcare institutions. The data supported the hypothesized relationships. The results indicate a significant association between HRD and the levels of behavioral engagement. HRD and the levels of emotional engagement had an insignificant relationship. HRD and the levels of cognitive engagement were significantly related. The findings also indicated that the association between HRD and employee turnover intentions was mediated by employee engagement. The present study’s emphasis on healthcare institutions may constrain the generalizability of the findings. The study suggests the adoption and development of well-designed and formulated HRD practices enhance employee engagement, knowledge development, and organizational commitment. By empirically demonstrating that employee engagement mediates the nexus of HRD and employee turnover intentions, the study extends the literature.

The study examined the role of training needs assessment on the training outcomes in the insurance sector in Kenya. A desktop methodology was used to carry out this study. This necessitated the use of secondary data obtained from publicly available sources such as published studies, reports, and statistics. This approach of data collection is used by many researchers since it saves time and lowers the cost of data collection. It is also quite reliable and has a wide variety of insights since it is compiled from well-known sources. The current study made use of online journals and libraries, both of which make secondary data readily available. The results revealed that there exist conceptual and geographical gaps relating to the study on the role of training needs assessment on the training outcomes in the insurance sector in Kenya. Most of the results from the empirical review revealed that the main role of training needs assessment on training outcomes is to ensure that the training programs implemented are effective, meet the employees’ needs and to improve the performance of the insurance sectors in Kenya. In addition, TNA enabled organizations to implement flexible, practical oriented training programs so as to keep the employees motivated. The results of the study will be of great significance to the management team of the insurance sector, since it will provide a good knowledge base on what training needs assessment involves and its role on training outcomes in the insurance sector in Kenya. Employees in the insurance sector will also benefit from the findings of this study since it will provide a well-detailed information on some of the employee needs that spearhead the implementation of training programs. The results of the study will also benefit the policymakers in the insurance sector by identifying the appropriate training needs assessment models that will improve the training outcomes of insurance firms in Kenya. Lastly, the findings of this study will serve as a foundation for literature review of researchers and academicians interested in carrying out a study related to these research topics.