Maela, K. D.Sethu, M. J.Maubane, Reginald Maphuthi2026-06-192026-06-192026-05-19Maubane, R.M. 2026. The role of training and development programmes in enhancing employee performance in Thulamela Local Municipality. . .https://univendspace.univen.ac.za/handle/11602/3259MPMDepartment of Public and Development AdministrationThe study seeks to examine the role of training and development programs on employee performance in the Thulamela Local Municipality and to recommend measures to improve the effectiveness of training and development programmes in enhancing employee performance. Training and development programme initiatives are important in ensuring that municipalities have qualified, talented, motivated and dedicated employees. This study applied the empowerment theory as the foundation of the study. The pragmatist research design was used in this study. Mixed methods were applied, wherein both qualitative and quantitative methods were used. The Non-probability (Purposive) and probability (random) sampling were used in this study. Data was analysed using thematic and statistical analysis. The data collected through questionnaires were analysed through the International Business Machinery: Statistical Product and Service Solutions (IBM: SPSS), the latest Version 30.0. The information was presented in the form of tables and graphs, followed by frequencies and percentages. Data collected through interviews were analysed using thematic analysis. The study discovered the following findings: • The study revealed that the Thulamela Local Municipality is still in the early phases of training and development programmes. • The study also revealed that the municipality faces significant challenges in adopting training and development programmes, including organisational commitment, skills development v/s skills gap, personnel and development. • The findings revealed that there is a poorly practiced skills development process, insufficient involvement of key stakeholders like line managers and employees, and a disconnect between the identified needs and the actual training provided. • Inadequate Skills audits and needs analyses are often poorly conducted, leading to an inaccurate understanding of the actual skills gaps within the municipality. • The other issue is the misalignment of training; even when skills audits are performed, the training interventions are frequently not in line with the identified needs. • The study reveals that the municipality is not using the Performance Management System (PMS) to align employee goals with municipal objectives, focusing on Key Performance Areas (KPAs) for managers, with specific tools for infrastructure projects, and aiming to link good performance to rewards. • The findings show that the Performance Management System (PMS) does not involve setting standards, monitoring progress, and rewarding outcomes, with an emphasis on accountability, especially for senior employees. In essence, Thulamela's performance management is not a formal system with documented processes for managers and projects, but its effectiveness hinges on better employee understanding and implementation. The study adopted the following recommendations: • The study recommends that Thulamela should at early phases focuses on providing training and development programmes. • The study recommends that the Thulamela Local Municipality should collaborate with the National School of Government to provide proper training to employees • The study recommends that Thulamela should use a well-coordinated approach is necessary for providing training and development programmes to develop into a true instrument for efficient and successful improvement of employee performance • The study recommends that Thulamela Local Municipality should adopt training and development programmes, including organisational commitment, skills development v/s skills gap, personnel and development. • The study recommends that the Thulamela Local Municipality should implement training and development programmes as detailed in the municipality’s Integrated Development Plan (IDP). The IDP (Thulamela Local Municipality, 2023/2024) emphasises the municipality’s dedication to enhancing service delivery efficiency through employee performance. • The study recommends that Thulamela Local Municipality should use a systematic process of identifying the current skills, knowledge, and abilities within the municipality and comparing them against the skills needed now and, in the future, to achieve strategic goals • The study recommends that the Thulamela Local Municipality make a follow-up and integrate training and development programmes with the IDP • The study recommends that the municipality needs to prioritise certain areas or find cost-effective alternatives and find common limitations in project management and organizational operations that restrict the availability of critical elements such as funding, personnel, equipment, materials, and time. • The study recommends that Thulamela Local Municipality should use a Performance Management System (PMS) to align employee goals with municipal objectives, focusing on Key Performance Areas (KPAs)1 online resource (xiii, 107 leaves)enUniversity of VendaDevelopmentUCTDEmployee performancePerformanceProgrammesTrainingTraining and developmentDissertationMaubane RM. The role of training and development programmes in enhancing employee performance in Thulamela Local Municipality. []. , 2026 [cited yyyy month dd]. Available from:Maubane, R. M. (2026). <i>The role of training and development programmes in enhancing employee performance in Thulamela Local Municipality</i>. (). . Retrieved fromMaubane, Reginald Maphuthi. <i>"The role of training and development programmes in enhancing employee performance in Thulamela Local Municipality."</i> ., , 2026.TY - Dissertation AU - Maubane, Reginald Maphuthi AB - The study seeks to examine the role of training and development programs on employee performance in the Thulamela Local Municipality and to recommend measures to improve the effectiveness of training and development programmes in enhancing employee performance. Training and development programme initiatives are important in ensuring that municipalities have qualified, talented, motivated and dedicated employees. This study applied the empowerment theory as the foundation of the study. The pragmatist research design was used in this study. Mixed methods were applied, wherein both qualitative and quantitative methods were used. The Non-probability (Purposive) and probability (random) sampling were used in this study. Data was analysed using thematic and statistical analysis. The data collected through questionnaires were analysed through the International Business Machinery: Statistical Product and Service Solutions (IBM: SPSS), the latest Version 30.0. The information was presented in the form of tables and graphs, followed by frequencies and percentages. Data collected through interviews were analysed using thematic analysis. The study discovered the following findings: • The study revealed that the Thulamela Local Municipality is still in the early phases of training and development programmes. • The study also revealed that the municipality faces significant challenges in adopting training and development programmes, including organisational commitment, skills development v/s skills gap, personnel and development. • The findings revealed that there is a poorly practiced skills development process, insufficient involvement of key stakeholders like line managers and employees, and a disconnect between the identified needs and the actual training provided. • Inadequate Skills audits and needs analyses are often poorly conducted, leading to an inaccurate understanding of the actual skills gaps within the municipality. • The other issue is the misalignment of training; even when skills audits are performed, the training interventions are frequently not in line with the identified needs. • The study reveals that the municipality is not using the Performance Management System (PMS) to align employee goals with municipal objectives, focusing on Key Performance Areas (KPAs) for managers, with specific tools for infrastructure projects, and aiming to link good performance to rewards. • The findings show that the Performance Management System (PMS) does not involve setting standards, monitoring progress, and rewarding outcomes, with an emphasis on accountability, especially for senior employees. In essence, Thulamela's performance management is not a formal system with documented processes for managers and projects, but its effectiveness hinges on better employee understanding and implementation. The study adopted the following recommendations: • The study recommends that Thulamela should at early phases focuses on providing training and development programmes. • The study recommends that the Thulamela Local Municipality should collaborate with the National School of Government to provide proper training to employees • The study recommends that Thulamela should use a well-coordinated approach is necessary for providing training and development programmes to develop into a true instrument for efficient and successful improvement of employee performance • The study recommends that Thulamela Local Municipality should adopt training and development programmes, including organisational commitment, skills development v/s skills gap, personnel and development. • The study recommends that the Thulamela Local Municipality should implement training and development programmes as detailed in the municipality’s Integrated Development Plan (IDP). The IDP (Thulamela Local Municipality, 2023/2024) emphasises the municipality’s dedication to enhancing service delivery efficiency through employee performance. • The study recommends that Thulamela Local Municipality should use a systematic process of identifying the current skills, knowledge, and abilities within the municipality and comparing them against the skills needed now and, in the future, to achieve strategic goals • The study recommends that the Thulamela Local Municipality make a follow-up and integrate training and development programmes with the IDP • The study recommends that the municipality needs to prioritise certain areas or find cost-effective alternatives and find common limitations in project management and organizational operations that restrict the availability of critical elements such as funding, personnel, equipment, materials, and time. • The study recommends that Thulamela Local Municipality should use a Performance Management System (PMS) to align employee goals with municipal objectives, focusing on Key Performance Areas (KPAs) DA - 2026-05-19 DB - ResearchSpace DP - Univen KW - Development KW - Employee performance KW - Performance KW - Programmes KW - Training KW - Training and development LK - https://univendspace.univen.ac.za PY - 2026 T1 - The role of training and development programmes in enhancing employee performance in Thulamela Local Municipality TI - The role of training and development programmes in enhancing employee performance in Thulamela Local Municipality UR - ER -