Relationship between training delivery and employee productivity among heavy construction machinery sales firms in Kenya

Abstract

The training of employees serves to enhance skills, knowledge, attributes and related competencies and ultimately work performance and productivity. In order to sustain employee performance there is need for training to empower the workforce to be more knowledgeable, creative and innovative. Training of employees aids in the success or survival of an organization in the present and future competitive business environment. Training is therefore the key element in successful wealth creation. The objective of this study was to assess the relationship between training delivery and employee productivity among heavy construction machinery sales firms in Kenya. The study was based on the human capital theory and resource based theory. This study was conducted using descriptive survey design. The target population for the study included forty three heavy construction machinery sales firms operational in Kenya as at 31st December 2015. The study used primary data that was collected using a semi-structured questionnaire which consisted of five point likert scale. Raw data collected from the field was cleaned and collapsed for further analysis. The data was then subjected to SPSS for analysis and interpretations using descriptive statistics. The study concludes that heavy construction machinery sales firms in Kenya use training need analysis to identify training needs, prepares and customizes the requisite training programmes to bridge the training gaps and improve on the employees knowledge, skills and other related competencies, thus improving employees‟ overall productivity. The study further concludes that most effective training delivery techniques in the heavy construction machinery sales firms in Kenya were product knowledge, job instruction, induction and role play. The study also noted that off- the- job training delivery techniques such as the lecture, computer based, games and simulations should be used sparingly considering that their impact was not as effective as the practical on the job training techniques which were more hands on; thus, the study concludes that the on-the- job training delivery techniques were more effective in driving productivity as compared to the off the job training delivery techniques.