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The study focused on the effect of job environment on employee performance of some selected SMEs within Kumasi Metropolis. Correlation as well as analytical survey research design were used. Respondents for this study were one hundred and twenty-nine (129) employees. This study employed two non-probability sampling techniques, namely convenience sampling, and purposive sampling techniques. This indicates that a low rewards system will have a slow increase in productivity. It is recommended that under the reward system, special commissions or allowances will be provided to staffs. The institution can also introduce the best staff of the month system based on perfect and more proactive staff and good delivery The study showed the offices have enough tools and equipment for working. Again, the study revealed that there is regular appraisal for promotion in the selected SMEs. The study recommended that; Management of the institutions should have safety-training programmes for its employees. [ABSTRACT FROM AUTHOR]

The study was focusing on the impact of training and development on employees' performance at the Bureau of Public Service and Human Resource Development. The overall objective of the study was to determine the effect of training and development on employees' performance. The study used mixed approach and applied both primary and secondary data sources. The primary data collected from BOPSHRD through self-administered questionnaire for 156 selected experts and middle level managers through simple random sampling technique and semi- structured interview question exploited for human resource process owner and training coordinator through interview. The collected data were analyzed using statistical tools (SPSS-Version 23). Both descriptive and inferential statistics were used for the data analysis. The findings showed that training and development were positively correlated and claimed statistically significant relationship with employees' performance. The study concluded that training and development have positive effect on employees' performance. The findings of the study also indicated that there was no sounding and effective training and development practices in the area of the study, consequently the result disclosed the given training and development processes have been unsystematic. Therefore, the researcher recommended that the top Management and other training coordinators should apply systematic and authentic training and development practices. All in all, the study recommended that training and development have to be strategic and systematic in order to achieve bureau's desires and objectives. [ABSTRACT FROM AUTHOR]