The evaluation of training on entrepreneurship skills by Gauteng Enterprise Propeller (GEP) in Johannesburg, South Africa /
Many studies have revealed that training contributes significantly in the growth of enterprises. Training adds to the skills of SMMEs' owners, change their behaviour on how they perceive and conduct business activities and in turn enhance their ability to perform better. This dissertation inves...
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| Language: | en |
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2015
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| Online Access: | http://hdl.handle.net/10394/14782 |
| Summary: | Many studies have revealed that training contributes significantly in the growth of
enterprises. Training adds to the skills of SMMEs' owners, change their behaviour on
how they perceive and conduct business activities and in turn enhance their ability to
perform better. This dissertation investigates impact of entrepreneurship skills
training and education as one of the factors that will help in both the survival and
sustainability of SMMEs serviced by Gauteng Enterprise Propeller (GEP) in South
Africa (SA). It highlights problems of the current entrepreneurship skills training and
education by delineating the weakness and pitfalls. The relevant literature has been
visited and served as a primary data that add value to the dissertation. Collation of
the relevant data is followed by a discussion of the impact of entrepreneurship skills
training and education as one of the factors that will help in both the survival and
sustainability of SMMEs. The relative lack of research on impact of entrepreneurship
skills training and education is the primary impetus of this study. The sample was
drawn from SMMEs who attended entrepreneurship skills training offered by
Gauteng Enterprise Propeller. The majority of the respondents were cooperatives in
Johannesburg, South Africa. The study findings indicate that the entrepreneurship
skills training have the following five major deficiencies: there is deficiency in
entrepreneurship skills training and education; lack of involvement in the training
program; lack of quality in training; training not being relevant to organizational
needs; and lack of training programs. It is suggested that GEP management should
explore opportunities to ensure that the training addresses business needs; involve
trainees in training evaluation to improve quality; improve the effectiveness of
training and its impact; and ensure that respondents are trained on formulation of
training programs and policy to address organisational needs. === Thesis (MBA) North-West University, Mafikeng Campus, 2011 |
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