Managers’ perception of the effect of training on performance: a case of the Compassion International Kenya projects in coast region

Abstract

Over the past one and half decades, various arguments have been made that firm’s human resource may be its sole source of sustainable competitive advantage (Ferris et al, 1999). Employee Training Program increase performance of both organization and individuals (Becker 1962). However this can be largely achieved if the managers and employees perceive training to have a positive effect on the firm performance. The organization performance will be high if the training done are perceived by the managers and employees of that organization to be important and relevant to assist them in adding skills and knowledge in performing their tasks. The overall objective of this study was to determine the perception of managers on the effect of training on performance, specifically a case of Compassion International projects in Coast region. To achieve the above objective, a study was conducted in 47 ICPs in coast which have been in existence for at least three years. The data was collected through a structured questionnaire that was filled by the Project Directors/Managers in the selected ICPs. This research revealed that most of the managers in the Compassion projects in Coast region have undergone common various training which are relevant to their expected work. They do appreciate the training although and also felt that there is a positive relationship between the training and improvement in ICP performance if given to the relevant group of people. 91.5% of managers agreed that training given to managers/PDs is a contributing factors to the performance of their project and that they value training as a factor to raise their project performance within the project staff and volunteers which attributed to 87.3% of the responses. More than 80% of the managers agreed that the training given to them is beneficial to the staff, volunteers and patrons in their projects and that attitude of the managers towards the training influence their performance and the general performance of the ICP. Identification of the Training needs for managers need to be participatory and include the managers themselves which will make them feel or have a positive attitude towards the expected results and therefore improvement in performance of the managers and the ICPs at large.