The Use of Human Factor Approach in the Study of Connectivity between Organizational Training and Workplace Practice Using Chinhoyi University of Technology Employees’ Perceptions as a Case Study
Keywords:
organizational culture, behavioural norms, induction, workplace practiceAbstract
The purpose of the study was to explore the perceptions of Chinhoyi University
of Technology employees about the possibility of using the Human Factor approach as a
tool of analysis in enhancing connectivity between organizational training and workplace
practice through inculcation of positive attitudinal and behavioral change among its staff.
The research adopted a quasi – qualitative approach allowing for triangulation of data. Data
were collected through questionnaires for lower grades and interviews for heads of section.
Stratified sampling was employed to select 109 respondents who filled in the self
completion questionnaires which were analyzed using the social packages for social
scientists (SPSS). Eleven heads of sections were interviewed and the recorded data were
analyzed using a descriptive thematic generation approach. The research findings reveal
that employees are aware of the negative Human Factor issues that affected organizational
culture and behavioral norms, an element which was said to be working against
organizational effectiveness within the university‟s service structure and departments. Lack
of good work ethics, „hunhuism‟ and absence of induction was identified as a major critical
component characterizing the negative workplace practice. Additionally the study
highlights cases of human factor decay as evidenced by dismissal of perpetrators. Thus, the
study recommends the provision of relevant training programmes as part of Human Factor
development thrust through prioritization of training programmes aimed at inculcating the
correct human factor characteristics in employees
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