Perceived relationship between training and development practices and employee performance at Kenya commercial bank in Kenya

Abstract

Training and development of employees is becoming an optimal answer to complex business challenges, and the management of human resources is taking central role in modern management. Through the process of employee training and development, the management of human resources provides constant knowledge innovation, creates conditions for mutual knowledge and experience exchange and proactive behavior, in this way contributing to competitive advantage and satisfaction of all participants in business procedures. This study was guided by one research objective which was to find out the perceived relationship of training and development on employee performance among employees at the Kenya commercial bank. A descriptive survey design was used. The population of study was all employees currently employed in Kenyan branches by Kenya commercial bank. Simple stratified random sampling was used to collect the data from the different employees. Data was collected using a semi structured questionnaires and was analyzed using means, frequency and standard deviation. Findings of the study revealed that training and development was perceived by the employees at Kenya commercial bank as key in their performance. The programs prepared the bank employees to work together in teams, have given them accuracy in processing their work and knowledge in aspects of quality. Trainings have also enlightened them on what is expected of them in their various departments and this has not only helped in the elimination of job discrepancies but has also helped to minimize risks as well as to ensure harmony and consistency across the entire team. The trainings that are given upon rolling out of new products and services and other technological changes such as adoption of new systems has also helped the bank employees to deal with the changes better. The trainings also helped the employees to tie their personal efforts toward attainment of the entire organization‟s mission and vision and work hard towards attaining this. The study suggests that frequency of administering the training and development programs should be increased to ensure that employees are well equipped and refreshed always in terms of skills and knowledge of work performance. It also suggests that time for offering these programs should be before employees embark on certain roles so as to give relevance to the programs. More channels for giving feedback should be added to what is currently present and employees should be encouraged to use them. Further research can incorporate training and development studies in other banks in Kenya. The field of human resources practices is very extensive. Other variables other than training and development can be looked at and their impact on employee performance evaluated.