Online Training and Employee Productivity. Case Study: Barclays Bank Uganda Limited

Abstract

The study was about online training and employee productivity with Barclays Bank Uganda Limited as a case study. The study objectives were; to establish the effect of learning capabilities on employee productivity, to examine the effect of online delivery approaches on employee productivity, to assess the relationship between training content and employee productivity, to assess the effect of evaluation reports\results for online training on employee productivity.

The study used a case study design where both qualitative and quantitative approaches were used to obtain in depth information from the target respondents. Data was collected using questionnaires and interviews. The target population was 162 employees of the Barclays Bank (U) Limited with a sample size of 118 comprising of bank Branch Managers, Branch Operations Managers, Personal bankers, Cashiers and Tellers, Business Bankers and Relationship Managers.

Census sampling was used to select Branch Managers, Branch Operations Managers, Business Bankers and Relationship Managers. It was used to select study participants because it focuses on particular characteristics of a population that are of interest, consumes less time. The most knowledgeable and appropriate participants for the study are selected and give accurate responses. Stratified random sampling technique was used to select study participants (Personal bankers, Cashiers and tellers) because there is an equal chance (probability) of selecting each staff from the population being studied. The researcher used structured questionnaires, data was analyzed using SPSS Version 20, frequency tables, descriptive tables showing the means, and graphs were used to present data from SPSS

In data analysis frequencies, percentages and mean, correlations and regressions to show the magnitude of effect the independent variables have on the dependent variables.

Study findings revealed that there is a significant statistical moderate positive relationship between Learning capabilities and employee productivity (r=.643**; p<0.01). Findings also revealed that there is a significant moderate weak positive relationship between online delivery approaches and employee productivity (r=.471**; p<0.01). It was found out that there is a significant moderate statistical positive relationship between training content and employee productivity (r=.617**; p<0.01). Also it was found out that there is a significant moderate statistical positive relationship between evaluation and employee productivity(r=.591**; p<0.01).

Online training predicted 69.2% variation in employee productivity and the other 30.8% variation in employee productivity was due to other factors not considered in this study.

It can therefore be concluded that there is a positive significant relationship between online training and employee productivity based on the findings of the study, presented according to the objectives of the study with back up of reviewed literature to make the discussion more authentic.

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