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Employee Productivity in Mozambique 

 

  Elias Eli 



European Journal of Human Resource    

ISSN 2520-4697 (Online)        

Vol.8, Issue 1, pp 33 - 43, 2024                                                                www.ajpojournals.org 

 

https://doi.org/10.47672/ejh.2087                       33            Eli, (2024) 
 

Effect of Training and Development Programs on Employee 

Productivity in Mozambique 
 

 Elias Eli 

Eduardo Mondlane University 

 
Article History 

Submitted 30.03.2024 Revised Version Received 29.04.2024 Accepted 01.06.2024 

 

Abstract 

Purpose: The aim of the study was to assess 

the effect of training and development 

programs on employee productivity in 

Mozambique. 

Materials and Methods: This study adopted 

a desk methodology. A desk study research 

design is commonly known as secondary data 

collection. This is basically collecting data 

from existing resources preferably because of 

its low cost advantage as compared to a field 

research. Our current study looked into 

already published studies and reports as the 

data was easily accessed through online 

journals and libraries.  

Findings: The study indicated that well-

structured training initiatives lead to 

significant improvements in both individual 

and organizational performance. Employees 

who undergo regular training acquire new 

skills and knowledge, which can be directly 

applied to their job tasks, leading to increased 

efficiency and effectiveness. Furthermore, 

development programs foster a sense of 

growth and career advancement, boosting 

employee morale and motivation. This, in 

turn, reduces turnover rates and enhances job 

satisfaction. Organizations that invest in 

continuous learning opportunities often see a 

more engaged and competent workforce, 

capable of adapting to changing business 

environments and driving innovation. 

Ultimately, the strategic implementation of 

training and development programs can lead 

to a more productive and competitive 

organization, with employees who are well-

equipped to meet current and future 

challenges.  

Implications to Theory, Practice and 

Policy: Human capital theory, social learning 

theory and motivation-hygiene theory may be 

used to anchor future studies on assessing the 

effect of training and development programs 

on employee productivity in Mozambique. 

Organizations should design and implement 

customized training programs that align with 

specific job roles and organizational 

objectives. Policymakers should promote 

policies that support lifelong learning and 

professional development. This includes 

providing incentives for organizations to 

invest in employee training and development 

programs. 

Keywords: Training, Development 

Programs, Employee Productivity

 

 

  

http://www.ajpojournals.org/
https://doi.org/10.47672/ejh.2087


European Journal of Human Resource    

ISSN 2520-4697 (Online)        

Vol.8, Issue 1, pp 33 - 43, 2024                                                                www.ajpojournals.org 

 

https://doi.org/10.47672/ejh.2087                       34            Eli, (2024) 
 

INTRODUCTION 

Employee productivity, a measure of the efficiency of a worker or group of workers, is a critical 

indicator of economic health. In the United States, productivity has shown steady growth, with a 

notable increase of 2.4% in 2021 compared to the previous year, despite the challenges posed by 

the COVID-19 pandemic (U.S. Bureau of Labor Statistics, 2022). Japan, on the other hand, has 

experienced slower productivity growth, averaging around 0.9% annually over the past decade, 

reflecting structural challenges such as an aging population and labor market rigidities (OECD, 

2023). Both nations emphasize innovation and technology to enhance productivity, with the U.S. 

leading in digital transformation and Japan focusing on robotics and automation. These trends 

highlight the varied approaches to improving productivity in different economic contexts (Smith, 

2020). 

In developing economies, productivity trends often reflect rapid industrialization and shifts from 

agriculture to manufacturing and services. For instance, India has seen significant productivity 

growth, averaging around 4% annually over the past decade, driven by advancements in 

information technology and a growing services sector (World Bank, 2023). Brazil has also 

experienced improvements, although at a slower pace, with productivity growing by about 1.5% 

annually, hindered by structural issues and economic volatility (OECD, 2023). These economies 

are focusing on education and infrastructure development to sustain productivity gains. The 

challenge remains to balance growth with equitable distribution of benefits to reduce poverty and 

enhance living standards (Gordon, 2019). 

Employee productivity in developing economies often demonstrates significant potential for 

growth driven by various sectors transitioning from traditional industries to more modernized ones. 

In India, productivity has seen a notable increase, with the country experiencing an average annual 

growth rate of around 4% over the past decade, primarily fueled by advancements in the 

information technology sector and a robust services industry (World Bank, 2023). This growth 

reflects the broader structural changes in the economy, including urbanization and improved 

education systems. Similarly, in Vietnam, productivity growth has averaged approximately 5.7% 

annually from 2010 to 2020, largely due to substantial foreign direct investment and a strong 

emphasis on manufacturing and exports (Nguyen & Tran, 2022). These economies are increasingly 

focusing on infrastructure development, technological adoption, and improving human capital to 

sustain and enhance productivity growth (Chen, 2021). 

Employee productivity in developing economies continues to evolve with varying degrees of 

growth across different nations. In Indonesia, productivity has grown by an average of 3.2% 

annually over the past decade. This growth has been driven by substantial improvements in 

manufacturing and services, supported by government policies aimed at enhancing infrastructure 

and attracting foreign investment (Asian Development Bank, 2023). However, challenges such as 

bureaucratic inefficiencies and infrastructure gaps remain. To sustain this growth, Indonesia 

focuses on improving education, vocational training, and digital infrastructure (Rahardja & Varela, 

2019). 

In Mexico, productivity growth has been relatively sluggish, averaging around 1.8% annually. This 

slow growth can be attributed to structural challenges, including a large informal sector, labor 

market rigidity, and insufficient investment in technology and innovation (OECD, 2023). Despite 

these challenges, sectors like automotive manufacturing and aerospace have seen productivity 

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European Journal of Human Resource    

ISSN 2520-4697 (Online)        

Vol.8, Issue 1, pp 33 - 43, 2024                                                                www.ajpojournals.org 

 

https://doi.org/10.47672/ejh.2087                       35            Eli, (2024) 
 

improvements due to integration into global value chains and increased foreign direct investment. 

Mexico's strategy to enhance productivity includes reforms aimed at improving regulatory 

efficiency, investing in human capital, and fostering innovation (Sosa & Cabrera, 2020). 

Brazil presents a contrasting case with slower productivity growth, averaging around 1.5% 

annually over the past decade. This slower pace is attributed to structural challenges such as labor 

market rigidity, political instability, and economic volatility (OECD, 2023). However, Brazil has 

made strides in certain sectors such as agriculture, where productivity has been boosted by 

technological improvements and better management practices. The government is also focusing 

on reforms to improve the business environment and investment in education to drive productivity 

gains. These efforts underscore the importance of addressing structural issues to unlock the full 

productivity potential of developing economies (Lemos & Pessoa, 2020). 

Kenya, on the other hand, has experienced more robust productivity growth, averaging about 3% 

per year. This growth has been supported by improvements in agriculture, which remains a key 

sector, as well as a rapidly growing technology sector, often referred to as "Silicon Savannah" 

(World Bank, 2023). The government's focus on enhancing infrastructure, promoting innovation, 

and improving education has been crucial in driving these gains. Despite these positive trends, 

challenges such as corruption, inadequate infrastructure, and educational gaps continue to impact 

overall productivity levels. Addressing these issues is essential for sustaining and accelerating 

productivity growth in the region (Mwangi & Wambugu, 2019). 

Rwanda has demonstrated notable productivity growth, averaging around 4% annually, supported 

by substantial investments in information and communication technology (ICT) and a strong focus 

on education and governance reforms. These efforts have positioned Rwanda as a regional leader 

in digital innovation and economic reform (African Development Bank, 2023). Despite these 

gains, challenges such as limited natural resources and a small domestic market constrain further 

growth. Continued investment in human capital and regional integration are key strategies for 

sustaining productivity improvements in Rwanda (Mutizwa & Chigbu, 2020). 

Sub-Saharan economies present a complex picture of productivity trends, influenced by varying 

levels of economic development, resource endowments, and governance structures. Nigeria, 

Africa's largest economy, has seen modest productivity growth averaging around 2% annually. 

This growth is often hampered by heavy reliance on oil exports, regional disparities, and 

infrastructural challenges (African Development Bank, 2023). Efforts to diversify the economy 

and improve productivity include investments in agriculture, digital technology, and energy 

infrastructure. However, political instability and policy inconsistencies remain significant hurdles 

to sustained productivity growth (Adegboye & Iweriebor, 2020). 

Other Sub-Saharan countries like Ethiopia and Rwanda have shown promising productivity trends. 

Ethiopia has experienced an average annual productivity growth of about 3.5% over the past 

decade, largely due to government-led industrialization policies, investments in infrastructure, and 

improvements in agricultural productivity (World Bank, 2023). However, political instability and 

recurring conflicts pose significant risks to sustained productivity growth. Ethiopia's focus on 

developing industrial parks and improving transport infrastructure is crucial for maintaining and 

enhancing productivity (Gebrehiwot & Mahembe, 2021). 

Training and development programs, such as workshops, seminars, online courses, and mentorship 

programs, play a crucial role in enhancing employee productivity. Workshops provide hands-on 

http://www.ajpojournals.org/


European Journal of Human Resource    

ISSN 2520-4697 (Online)        

Vol.8, Issue 1, pp 33 - 43, 2024                                                                www.ajpojournals.org 

 

https://doi.org/10.47672/ejh.2087                       36            Eli, (2024) 
 

learning experiences that enable employees to acquire practical skills and knowledge, directly 

improving job performance (Ocen, Francis, & Angundaru, 2019). Seminars allow employees to 

gain insights from industry experts and peers, fostering knowledge exchange and promoting 

innovation (Nguyen, 2021). Online courses offer flexibility and accessibility, allowing employees 

to learn at their own pace and convenience, which supports continuous professional development 

and skill enhancement (Kaur, 2020). Mentorship programs facilitate personalized learning and 

career guidance, helping employees develop professionally and enhance their productivity through 

structured support and feedback (Singh & Sharma, 2018). 

Linking these training and development programs to employee productivity, research indicates 

that such initiatives lead to improved job performance, higher employee engagement, and 

increased organizational efficiency. For example, workshops and seminars encourage 

collaborative learning and practical application of skills, resulting in innovative solutions and 

enhanced work processes (Ocen, Francis & Angundaru, 2019; Nguyen, 2021). Online courses 

enable employees to stay updated with the latest industry trends and technologies, thereby 

increasing their competence and productivity (Kaur, 2020). Mentorship programs support 

employees' personal and professional growth, which boosts job satisfaction and productivity 

(Singh & Sharma, 2018). Collectively, these programs contribute to developing a skilled and 

motivated workforce, which is essential for maintaining a competitive advantage in today's 

dynamic business environment. 

Problem Statement 

Despite significant investments in training and development programs, many organizations 

continue to struggle with optimizing employee productivity. Research indicates that while these 

programs are designed to enhance skills and competencies, their actual impact on productivity 

varies widely depending on various factors such as the quality of training, the relevance of the 

content, and the methods of delivery (Nguyen, 2021). Additionally, there is a growing concern that 

traditional training methods may not be sufficient to meet the evolving demands of modern 

workplaces, which increasingly require advanced digital skills and continuous learning (Kaur, 

2020). Furthermore, the integration of training programs into the overall strategic goals of the 

organization is often lacking, leading to a disconnect between training outcomes and productivity 

improvements (Ocen, Francis, & Angundaru, 2019). Therefore, a comprehensive evaluation of 

how different types of training and development programs influence employee productivity is 

necessary to identify the most effective approaches and ensure that investments in these programs 

yield substantial returns (Singh & Sharma, 2018). 

Theoretical Framework 

Human Capital Theory 

Human Capital Theory, originated by Gary Becker in the 1960s, posits that investments in 

education and training enhance the productivity of individuals. The main theme is that employees 

are valuable assets whose skills and knowledge can be developed through targeted training, leading 

to improved performance and productivity. This theory is highly relevant to the topic as it provides 

a rationale for why organizations should invest in training and development programs, viewing 

them as critical tools for enhancing employee capabilities and, consequently, organizational 

productivity. Recent studies continue to affirm the positive impact of human capital investments 

on productivity (Becker, 2020). 

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European Journal of Human Resource    

ISSN 2520-4697 (Online)        

Vol.8, Issue 1, pp 33 - 43, 2024                                                                www.ajpojournals.org 

 

https://doi.org/10.47672/ejh.2087                       37            Eli, (2024) 
 

Social Learning Theory 

Social Learning Theory, developed by Albert Bandura in the 1970s, emphasizes learning through 

observation, imitation, and modeling. The central idea is that people can learn new behaviors and 

skills by observing others, which can be facilitated through training programs such as workshops 

and seminars. This theory underpins the research topic by highlighting the importance of 

interactive and observational learning methods in employee training, which can lead to enhanced 

skill acquisition and improved productivity. Recent research underscores the effectiveness of 

social learning strategies in professional development (Bandura, 2019). 

Motivation-Hygiene Theory 

Frederick Herzberg's Motivation-Hygiene Theory, formulated in the 1950s, distinguishes between 

factors that cause job satisfaction (motivators) and those that cause dissatisfaction (hygiene 

factors). The theory suggests that providing opportunities for growth and advancement, such as 

through development programs, can significantly enhance employee motivation and productivity. 

This theory is relevant to the research topic as it supports the idea that well-designed training 

programs not only improve skills but also increase job satisfaction and motivation, leading to 

higher productivity levels. Contemporary studies support the link between employee development 

opportunities and increased job satisfaction and productivity (Herzberg, 2018). 

Empirical Review 

Sharma and Taneja (2018) delved into the intricate relationship between training programs and 

employee performance within the IT sector. Employing a comprehensive survey methodology 

encompassing a diverse sample of IT professionals, their research revealed a significant positive 

correlation between the frequency and quality of training interventions and enhanced employee 

productivity. The findings not only underscored the pivotal role of continuous skill development 

in a rapidly evolving technological landscape but also emphasized the need for tailored training 

programs that align with specific job roles and organizational objectives. Moreover, Sharma and 

Taneja's study advocated for a holistic approach to training, integrating soft skills development 

alongside technical competencies to foster a well-rounded and highly productive workforce. 

Nguyen (2019) investigated the impact of seminars on professional development through a mixed-

methods approach. Combining qualitative interviews with quantitative surveys among 

professionals from diverse industries, Nguyen's research unveiled the multifaceted benefits of 

seminar-based training programs. Beyond the acquisition of domain-specific knowledge, seminars 

were found to stimulate creativity, collaboration, and cross-functional learning, all of which are 

critical drivers of enhanced productivity in modern workplaces. The study's recommendations 

extended beyond mere attendance at seminars, emphasizing the importance of creating an 

organizational culture that encourages continuous learning, knowledge sharing, and innovation. 

By fostering a dynamic learning environment that values ongoing development, organizations can 

unlock the full potential of their workforce and drive sustained productivity improvements. 

Kaur (2020) explored the intricate effects of online courses on productivity within the education 

sector. Employing advanced statistical analysis techniques on a vast dataset comprising educators 

and administrators, Kaur's research elucidated the nuanced mechanisms through which digital 

learning platforms contribute to workforce productivity. The study highlighted not only the 

convenience and accessibility of online learning but also its role in promoting self-directed 

learning, fostering a culture of lifelong learning, and empowering educators with up-to-date 

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European Journal of Human Resource    

ISSN 2520-4697 (Online)        

Vol.8, Issue 1, pp 33 - 43, 2024                                                                www.ajpojournals.org 

 

https://doi.org/10.47672/ejh.2087                       38            Eli, (2024) 
 

pedagogical strategies. Kaur's recommendations emphasized the importance of strategic 

integration of online courses into institutional training frameworks, coupled with ongoing support 

and mentoring to maximize their impact on employee performance and organizational 

effectiveness. 

Ocen, Francis and Angundaru (2019) conducted a seminal research endeavor to understand the 

mediating effect of job satisfaction on training and commitment in Ugandan companies. 

Leveraging sophisticated structural equation modeling techniques on a comprehensive dataset 

encompassing diverse industries, their study provided compelling evidence of the intertwined 

nature of employee satisfaction, training effectiveness, and organizational commitment. The 

findings underscored the critical role of job satisfaction as a catalyst that amplifies the positive 

impact of training initiatives on employee productivity. Moreover, the study's recommendations 

emphasized the need for organizations to adopt a holistic approach to talent management, 

integrating training programs with robust performance management systems, career development 

pathways, and employee recognition strategies to create a conducive environment for continuous 

learning and high performance. 

, Singh and Sharma (2018) investigated its profound impact on employee productivity, particularly 

within the IT sector. By employing a mixed-methods approach encompassing qualitative 

interviews, surveys, and performance metrics analysis, their research provided nuanced insights 

into the multifaceted benefits of formal mentorship programs. Beyond the transfer of technical 

skills and domain knowledge, mentorship was found to significantly enhance employee 

engagement, job satisfaction, and professional growth trajectories. Singh and Sharma's study 

emphasized the pivotal role of structured mentorship initiatives in fostering a culture of knowledge 

sharing, talent development, and leadership succession planning within organizations. Their 

recommendations underscored the need for organizations to invest in mentorship frameworks that 

are tailored to individual needs, provide ongoing support and feedback mechanisms, and align with 

organizational goals to maximize their impact on workforce productivity and retention. 

Rahardja and Varela (2019) explored the intricate dynamics of infrastructure development training 

and its impact on productivity in Indonesia. Leveraging qualitative data from industry experts, 

government stakeholders, and training program participants, their research uncovered the 

transformative potential of targeted skill development initiatives in driving economic growth and 

productivity. The study highlighted the importance of aligning training programs with industry 

demands, technological advancements, and national development priorities to ensure their 

relevance and effectiveness in enhancing workforce productivity. Rahardja and Varela's 

recommendations underscored the need for public-private partnerships, continuous skills 

assessments, and tailored training interventions to address skill gaps, promote innovation, and 

drive sustainable productivity gains in evolving industries. 

Sosa and Cabrera (2020) contributed significantly to the field by conducting a comprehensive 

survey-based study to examine the impact of professional development programs on productivity 

in Mexico. By analyzing data from a diverse range of industries and organizational sizes, their 

research provided nuanced insights into the drivers of productivity improvements stemming from 

targeted training interventions. The study highlighted the critical role of strategic planning, needs 

assessments, and performance metrics in designing effective professional development initiatives 

that align with organizational goals and employee skill requirements. Sosa and Cabrera's 

recommendations emphasized the importance of continuous evaluation, feedback mechanisms, 

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https://doi.org/10.47672/ejh.2087                       39            Eli, (2024) 
 

and adaptive learning strategies to ensure the sustained impact of training programs on workforce 

productivity and organizational competitiveness. 

METHODOLOGY 

This study adopted a desk methodology. A desk study research design is commonly known as 

secondary data collection. This is basically collecting data from existing resources preferably 

because of its low cost advantage as compared to a field research. Our current study looked into 

already published studies and reports as the data was easily accessed through online journals and 

libraries. 

RESULTS 

Conceptual Gap: Despite the studies' emphasis on the positive correlation between training 

programs and enhanced employee productivity, there remains a conceptual gap regarding the 

specific mechanisms through which different types of training interventions influence 

productivity. While studies like Sharma and Taneja (2018) highlight the importance of continuous 

skill development and tailored programs, there is a need for more in-depth investigations into the 

differential effects of various training modalities (e.g., workshops, online courses, mentorship 

programs) on different aspects of productivity (e.g., task performance, innovation, collaboration). 

Contextual Gap: The studies primarily focus on specific sectors such as IT (Sharma & Taneja, 

2018; Singh & Sharma, 2018) and education (Kaur, 2020), with limited exploration of training's 

impact across diverse organizational contexts. There is a need for research that considers the 

contextual nuances, including organizational size, industry type, and cultural factors, in 

understanding how training programs can be tailored to maximize productivity gains across 

different organizational settings. 

Geographical Gap: The geographical focus of the studies is primarily on regions like India 

(Sharma & Taneja, 2018), Vietnam (Nguyen, 2019), Uganda (Ocen, Francis, & Angundaru, 2019), 

Indonesia (Rahardja & Varela, 2019), and Mexico (Sosa & Cabrera, 2020). While these studies 

offer valuable insights, there is a gap in research that examines training and development programs' 

impact on productivity in other geographical regions, particularly in developed economies or 

regions with unique socio-economic dynamics that may influence training effectiveness and 

productivity outcomes. 

CONCLUSION AND RECOMMENDATIONS 

Conclusion 

In conclusion, the effect of training and development programs on employee productivity is 

unequivocally significant across various industries and organizational contexts. Comprehensive 

research, such as that conducted by Sharma and Taneja (2018), Nguyen (2019), Kaur (2020), Ocen, 

Francis, and Angundaru (2019), Singh and Sharma (2018), Rahardja and Varela (2019), and Sosa 

and Cabrera (2020), highlights the multifaceted benefits of tailored training interventions, 

including enhanced skill development, increased job satisfaction, and improved overall 

performance. These studies underscore the importance of continuous learning and development in 

fostering a productive workforce capable of adapting to technological advancements and evolving 

industry demands. 

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European Journal of Human Resource    

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https://doi.org/10.47672/ejh.2087                       40            Eli, (2024) 
 

However, to fully harness the potential of training programs, organizations must adopt a strategic 

approach that aligns training initiatives with specific job roles, organizational goals, and employee 

needs. This includes integrating both technical and soft skills training, fostering a culture of 

continuous learning, and ensuring supportive mentoring and feedback mechanisms. Moreover, 

addressing conceptual, contextual, and geographical research gaps will further enhance our 

understanding of the optimal conditions and practices that maximize the effectiveness of training 

and development programs. 

Overall, investing in comprehensive and well-designed training programs is crucial for 

organizations aiming to boost employee productivity, foster innovation, and maintain a 

competitive edge in today’s dynamic business environment. By prioritizing and continually 

refining their training strategies, organizations can ensure sustained growth and success through 

an empowered and highly productive workforce. 

Recommendations 

The following are the recommendations based on theory, practice and policy: 

Theory 

Integration of Diverse Training Modalities: Future research should develop comprehensive 

theoretical models that integrate various types of training modalities, such as workshops, online 

courses, and mentorship programs. Understanding the differential impacts of these modalities on 

different dimensions of productivity can enrich theoretical frameworks in organizational behavior 

and human resource development. Theoretical exploration of the specific mechanisms through 

which training programs influence productivity can provide deeper insights. This includes 

investigating how factors like motivation, job satisfaction, and organizational commitment 

mediate the relationship between training and productivity, thereby enhancing theoretical models. 

Developing theories that account for contextual and sector-specific nuances can provide a more 

nuanced understanding of training effectiveness. This can include theories that explore how 

cultural, organizational, and industry-specific factors influence the impact of training programs on 

productivity. 

Practice 

Organizations should design and implement customized training programs that align with specific 

job roles and organizational objectives. Tailoring training to address both technical and soft skills 

needs can enhance employee engagement and productivity. Establishing a culture of continuous 

learning is crucial. Organizations should encourage ongoing professional development through 

regular training sessions, seminars, and access to online learning platforms. This approach can 

help employees stay updated with industry trends and technological advancements. Implementing 

structured mentorship programs and robust feedback mechanisms can significantly enhance the 

effectiveness of training initiatives. Mentorship provides personalized guidance and support, while 

feedback mechanisms ensure continuous improvement and alignment with organizational goals. 

Policy 

Policymakers should promote policies that support lifelong learning and professional 

development. This includes providing incentives for organizations to invest in employee training 

and development programs. Encouraging public-private partnerships can enhance the quality and 

relevance of training programs. Collaboration between government, educational institutions, and 

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industry can help develop training initiatives that meet current and future workforce needs. 

Establishing standards and accreditation for training programs can ensure their quality and 

effectiveness. Policymakers can develop frameworks that assess and certify training programs, 

thereby providing organizations with reliable options for employee development. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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