The Effect Of Training On Employee Performance In Public Sector Organizations In Kenya.the Case Of Nhif Machakos County

Abstract

The motive behind the study was to investigate the effect of training on employee performance in public sector organizations in Kenya: The Case of NHIF Machakos County. Training is a planned process to modify attitudes, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities, as defined in the glossary of training terms. The emphasis is on planned process and effective performance. Training also refers to the methods used to guide new or present employees on the skills they need to perform their job. Training therefore entails a deliberately planned process that is carried in a systematic fashion and aimed at bringing about effective performance. The performance of any organization is dependent on the quality of its workforce. The general view is that training and development leads to improved employees performance and that organizations should therefore invest in training and development. The importance of training can only be appreciated with a clear understanding of its direct impact on employee performance. An improvement in employee performance also leads to an improvement in the organization’s performance. It is in light of this that this study sought to assess what effect training has had on the employee performance at NHIF. The objectives of the study were as follows: To assess the roles of training and its relationship with employees’ performance, to determine the effect of training design on employee performance, to evaluate whether the training programs have had impact on employee performance and lastly explore training challenges that affect employee performance. Data was derived through questionnaires distributed to selected employees of Machakos branch with a target population of 100 staffs and an interview schedule guide for the management of NHIF headquarters. Data analysis was done through descriptive statistics. Descriptive statistics included the use of percentages, means and standard deviation .The completed questionnaire and interview schedule forms the foundation of this research. The study found out that training had an impact on organizational productivity despite the challenges from the management which included: poor motivation, lack of trainings, lack of compensation policy, poor working conditions, inadequate financial resources to support training, resistance of the top level management to empower junior employee and lack of team spirit among workers. The study recommended that: NHIF should conduct Training Needs Assessment in all departments; management should provide training and workshop opportunities for staff in order to keep them updated and improve their knowledge and skills. Poorly performing staff should also be appraised and reasons for their dismal performance determined instead of condemning them. The institution's management should strive to support every department and all cadres of staff. Promotions should be based on level of competencies and job performance and not length of service as currently practised and among others.