Influence of in-service training on employee performance; a case of Judiciary’s lower courts in Nairobi county,Kenya

Abstract

Developing employee’s competences is critical for their performance. To enhance performance, in-service training plays a critical role in ensuring the employees remains effective, efficient and competitive. This study aimed at investigating the influence of in-service training on employee performance in the Judiciary’s lower courts in Nairobi, Kenya. Specifically, the study aimed at establishing whether Induction training, on-job training, off-job training and career development training influence employee performance. The study focused on the three courts in the county namely; Milimani, Kibera and Makadara. The study adopted a descriptive survey design using both qualitative and quantitative research paradigms. The target population was 203 employees of the Judiciary comprising of Head of Stations, Magistrates and paralegal staff. The total population of the magistrates and the head of stations was purposively sampled. The sample for paralegal staff was arrived at based on 30% representation (Borg & Gall, 2007). Data was collected using questionnaires and interview guides from a sample population of eighty five (85) employees. The questionnaire was administered to the magistrates and the paralegal staff while the interview guide was used to collect data from the head of stations. The split-half method was used to test reliability of the data collection instruments. The data was analyzed using quantitative and qualitative approaches with the help of SPSS. The findings were presented inform of tables comprising of percentages and frequencies as well as in narrative form. The study found out that most paralegal staff had not attended induction training while all magistrates had been inducted. 92.3 % of the respondents indicated that induction training has a positive effect on employee attitude and behavior and a positively affect performance. Hence it was concluded that Induction training influences employee performance. The study found out that most employees have undergone on-job training in form of job rotation, coaching and mentoring. On-job training was found to influence performance by increasing skill levels, productivity and affects customers satisfaction positively.76.9% of the respondent indicated that on-job training influences employee performance. It was concluded that on-job training influences performance in the Judiciary. On off-job training, the study found out that the training transfers knowledge to actual job, increase interaction of employees, contribute to employee retention, boost morale and affect customer satisfaction positively. 87.7% indicated that off-job training enhances employee performance while 61.5% indicated that off-job training increases employee loyalty. Hence it was concluded that off-job training influences employee performance and increase their loyalty to the organization. The study found out that 50.8% of the employees have not undertaken career development training as they are mostly self-sponsored. Career development training led to enhanced responsibilities for employees and working skills, influence performance and positively affect customer satisfaction. The study recommended a review of the induction programme to target all new employees and old employees not inducted upon employment. The study also recommends a career development programme sponsored by the government offering courses that lead to upward mobility of employees.