Employee Perception of Training at Unicef Kenya Country Office

Abstract

Training is one of the major elements of Strategic Human Resources Development as identified by Armstrong (2003) among others like learning, education and development. Organizations are driven by cultures of training; in which all employees individually and in teams are encouraged and supported by their supervisors have equal access to appropriate training opportunities which provide them with the competencies required to excel in their current and future positions in the organization and help achieve the strategic goals of the organization (Smith & Mazin. 2004). Training of staff is recognized as a crucial element in the attainment of organizational goals and objectives. In order to sustain economic and effective performance, it is important to optimize the contribution of employees to the aims and goals of an organization (Armstrong 1999). If employees perceive training as an important aspect of their employment, they are mover likely to be supportive of training practices and initiatives. Perception is influenced by intelligence, personality, expectation, motivation and other interests. Attitudes and perceptions are developed over time and can change as new information and experiences are acquired. Bennett ( 1997) argues that managers have to understand the process of perception in order to ensure employees perceive the organizations objectives in a similar manner appreciate workers grievances and complaints from their point of view and to improve communication between managers and the subordinates by interpreting things the same way. Paauwe and Richardson ( 1997) concluded that positive perception of employees with respect to employee selection, personnel planning and reward has and effect on Human Resources results. This study thus embarked on determining employee perception to training. The study carried out a descriptive survey study where a sample size of 85 drawn by way of stratified sampling from employees of UNICEF Kenya Office. Out of the 85 questionnaires administered. 81 questionnaires were filled in by respondents who were from the International Professional, National Professional and General Service categories of staff. There was a 96% response rate. The findings were presented in tabular and graphical forms. The findings of the study were that managers have to understand the process of perception in order to ensure employees perceive the organizations objectives in a similar manner, appreciate workers grievances and complaints from their point of view and to improve communication between managers and the subordinates by interpreting things the same way. The study concluded that the Human Resources section needs to frequently communicate the training policy, plan and objective to its employees and to ensure the policy, plans and objectives cover employees at all levels. Management needs to encourage supervisors to provide guidance to their supervisors on suitable training opportunities. Human Resources section .needs to put a policy in place that instructs employees who have attended training to share their training experiences with their fellow employees. Employees should be encouraged to embrace new training methodologies. For example e-learning programmes and staff exchange programmes where possible.