The aim of this article is to determine the impact o capacity building on career development at Hope University staff in Mogadishu-Somalia. Methods: the study area was the staff of Hope University, Mogadishu-Campus. The study was descriptive research with specifically cross-sectional survey using designed questionnaires. The target population was 60 staff, but the researcher made sample size of 48 staff. The data analyzed method was descriptive research with using software SPSS version applied in this study. Result: The table 3 shows that the 48 respondents, capacity building makes positive impact, 20 respondents agreed, while 25 respondents strongly agreed, 1 respondent disagreed and only 2 respondents strongly disagreed. Researcher can say that the 20 agreed 41.7%, while 25 strongly agreed were 52.1%, 1 disagreed 2.1%, and 2 4.2% strongly disagreed. The above table shows that on the job learning and workshop training can lead great impact on employee performance. 19 respondents agreed, while 26 strongly agreed, 2 respondents disagreed and only 1 respondent strongly disagreed. So, 19 agreed were 39.6% while 26 strongly agreed were 54.2%, 2 respondents were disagreed 4.2% and only 1 respondent was 2.1%. The above table shows that respondents of capacity building promote lecturer’s performance and efficiency to deliver effective learning. 21 respondents agreed, while 23 respondents strongly agreed; only 1 respondent disagreed, 1 respondent strongly disagreed and 2 respondents were neutral. So that, 21 respondents agreed were 43.8%, while 23 respondents strongly disagreed were 47.9%, 1 respondent disagreed was 2.1%, 1 respondent strongly disagreed was 2.1% and 2 respondents neutral were 4.2%. The above table also shows that the capacity building enhances university’s goals and performance, 22 respondents agreed, while 19 respondents strongly agreed, only 2 respondents disagreed, also 2 respondents strongly disagreed and 3 respondents were neutral. Mean that, 22 respondents agreed were 45.8%, while 19 respondents strongly agreed were 39.6%, 2 respondents disagreed were 4.2, 2 respondents disagreed were 4.2% and 3 respondents neutral were 6.3%. Recommendations: The researcher recommends that the university keeps usage adjustment to the trainings or seminars to increase career development. The researcher recommends that the university also keeps employee motivation to increase performance level and quality level. Education and training programs to build up employee’s capability, skills and enhance effective performance as well as continuous career development.
| Published in | Research & Development (Volume 2, Issue 1) |
| DOI | 10.11648/j.rd.20210201.12 |
| Page(s) | 8-13 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2021. Published by Science Publishing Group |
Capacity Building, Career Development, Employees, Mogadishu, Somalia
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APA Style
Mohamed Dahir Ali. (2021). The Impact of Capacity Building on Career Development at Hope University Staff in Mogadishu-Somalia. Research & Development, 2(1), 8-13. https://doi.org/10.11648/j.rd.20210201.12
ACS Style
Mohamed Dahir Ali. The Impact of Capacity Building on Career Development at Hope University Staff in Mogadishu-Somalia. Res. Dev. 2021, 2(1), 8-13. doi: 10.11648/j.rd.20210201.12
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Download@article{10.11648/j.rd.20210201.12,
author = {Mohamed Dahir Ali},
title = {The Impact of Capacity Building on Career Development at Hope University Staff in Mogadishu-Somalia},
journal = {Research & Development},
volume = {2},
number = {1},
pages = {8-13},
doi = {10.11648/j.rd.20210201.12},
url = {https://doi.org/10.11648/j.rd.20210201.12},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.rd.20210201.12},
abstract = {The aim of this article is to determine the impact o capacity building on career development at Hope University staff in Mogadishu-Somalia. Methods: the study area was the staff of Hope University, Mogadishu-Campus. The study was descriptive research with specifically cross-sectional survey using designed questionnaires. The target population was 60 staff, but the researcher made sample size of 48 staff. The data analyzed method was descriptive research with using software SPSS version applied in this study. Result: The table 3 shows that the 48 respondents, capacity building makes positive impact, 20 respondents agreed, while 25 respondents strongly agreed, 1 respondent disagreed and only 2 respondents strongly disagreed. Researcher can say that the 20 agreed 41.7%, while 25 strongly agreed were 52.1%, 1 disagreed 2.1%, and 2 4.2% strongly disagreed. The above table shows that on the job learning and workshop training can lead great impact on employee performance. 19 respondents agreed, while 26 strongly agreed, 2 respondents disagreed and only 1 respondent strongly disagreed. So, 19 agreed were 39.6% while 26 strongly agreed were 54.2%, 2 respondents were disagreed 4.2% and only 1 respondent was 2.1%. The above table shows that respondents of capacity building promote lecturer’s performance and efficiency to deliver effective learning. 21 respondents agreed, while 23 respondents strongly agreed; only 1 respondent disagreed, 1 respondent strongly disagreed and 2 respondents were neutral. So that, 21 respondents agreed were 43.8%, while 23 respondents strongly disagreed were 47.9%, 1 respondent disagreed was 2.1%, 1 respondent strongly disagreed was 2.1% and 2 respondents neutral were 4.2%. The above table also shows that the capacity building enhances university’s goals and performance, 22 respondents agreed, while 19 respondents strongly agreed, only 2 respondents disagreed, also 2 respondents strongly disagreed and 3 respondents were neutral. Mean that, 22 respondents agreed were 45.8%, while 19 respondents strongly agreed were 39.6%, 2 respondents disagreed were 4.2, 2 respondents disagreed were 4.2% and 3 respondents neutral were 6.3%. Recommendations: The researcher recommends that the university keeps usage adjustment to the trainings or seminars to increase career development. The researcher recommends that the university also keeps employee motivation to increase performance level and quality level. Education and training programs to build up employee’s capability, skills and enhance effective performance as well as continuous career development.},
year = {2021}
}
TY - JOUR T1 - The Impact of Capacity Building on Career Development at Hope University Staff in Mogadishu-Somalia AU - Mohamed Dahir Ali Y1 - 2021/01/25 PY - 2021 N1 - https://doi.org/10.11648/j.rd.20210201.12 DO - 10.11648/j.rd.20210201.12 T2 - Research & Development JF - Research & Development JO - Research & Development SP - 8 EP - 13 PB - Science Publishing Group SN - 2994-7057 UR - https://doi.org/10.11648/j.rd.20210201.12 AB - The aim of this article is to determine the impact o capacity building on career development at Hope University staff in Mogadishu-Somalia. Methods: the study area was the staff of Hope University, Mogadishu-Campus. The study was descriptive research with specifically cross-sectional survey using designed questionnaires. The target population was 60 staff, but the researcher made sample size of 48 staff. The data analyzed method was descriptive research with using software SPSS version applied in this study. Result: The table 3 shows that the 48 respondents, capacity building makes positive impact, 20 respondents agreed, while 25 respondents strongly agreed, 1 respondent disagreed and only 2 respondents strongly disagreed. Researcher can say that the 20 agreed 41.7%, while 25 strongly agreed were 52.1%, 1 disagreed 2.1%, and 2 4.2% strongly disagreed. The above table shows that on the job learning and workshop training can lead great impact on employee performance. 19 respondents agreed, while 26 strongly agreed, 2 respondents disagreed and only 1 respondent strongly disagreed. So, 19 agreed were 39.6% while 26 strongly agreed were 54.2%, 2 respondents were disagreed 4.2% and only 1 respondent was 2.1%. The above table shows that respondents of capacity building promote lecturer’s performance and efficiency to deliver effective learning. 21 respondents agreed, while 23 respondents strongly agreed; only 1 respondent disagreed, 1 respondent strongly disagreed and 2 respondents were neutral. So that, 21 respondents agreed were 43.8%, while 23 respondents strongly disagreed were 47.9%, 1 respondent disagreed was 2.1%, 1 respondent strongly disagreed was 2.1% and 2 respondents neutral were 4.2%. The above table also shows that the capacity building enhances university’s goals and performance, 22 respondents agreed, while 19 respondents strongly agreed, only 2 respondents disagreed, also 2 respondents strongly disagreed and 3 respondents were neutral. Mean that, 22 respondents agreed were 45.8%, while 19 respondents strongly agreed were 39.6%, 2 respondents disagreed were 4.2, 2 respondents disagreed were 4.2% and 3 respondents neutral were 6.3%. Recommendations: The researcher recommends that the university keeps usage adjustment to the trainings or seminars to increase career development. The researcher recommends that the university also keeps employee motivation to increase performance level and quality level. Education and training programs to build up employee’s capability, skills and enhance effective performance as well as continuous career development. VL - 2 IS - 1 ER -
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