The focus of this study was to investigate the influence of training strategies on employee performance in public university campuses in Kericho County, Kenya. The study was motivated by concerns on employee performance in public university campuses despite the various training strategies adopted by the public institutions to enhance employee performance. The study adopted a cross-sectional survey design. A sample of 106 employees, representing 26% of the target population, was selected from four public university campuses namely; University of Kabianga (UK), Moi University (MU), Kenyatta University (KU), and Kisii University (KSU). Stratified random sampling was utilized in selecting the respondents for the study. Data was collected through a questionnaire and analyzed using both descriptive and inferential statistics. A pilot study was conducted on the data collection instrument to pre-test its validity before the main survey, while data reliability was measured using Cronbach’s ...

Employee productivity is significant to the success and resources utilization in the county level since the employees take care of all other non-human resources for the purposes and achieving the set of objectives. Despite the contributions of the employees in the counties, scanty of studies have been carried out to determine the effect of organizational performance management practices on employee’s productivity. Therefore, this study aimed to establish the effect of organizational performance management practices on productivity of employees in Garissa County government. The specific objectives of the study were; to identify the effect of goal setting, career planning, competence based evaluation and continuous feedback on the employee productivity in County Government of Garissa. The study was anchored on human capital theory, reinforcement theory and goal setting theory. The study was carried out in Garissa County. Descriptive and exploratory research design was used. The total...

The purpose of this study was to assess the contribution of Training and development as a strategic human resource management practice in achieving institutional performance. A multi-respondent survey of qualitative and quantitative data was collected using questionnaires from the 400 staff selected through purposive and stratified sampling from a population of 2496 Employees from Narok County Government. The data collected using self administered questionnaires was analyzed using descriptive statistics; Percentages, Mean and Standard deviation and inferential Statistics; Factor Analysis, Pearson Correlation Coefficient, and Chi-square. The study findings show statistical estimates of Pearson's R of 0.594, Phi value of 2.766 and Cramers V is 0.532 and both have a P-value of 0.000. The Pearson chi square is 2312.640 with 806 degrees of freedom and a p-value of 0.000. The critical chi factor at 800 degrees of freedom is given as 880.275 which is far much below the calculated factor. This is a significant association and dependency between training and development and the performance of county governments in Kenya. The study therefore recommends that institutions should emphasize on strategic development, adoption, integration and implementation of training and development practice as examined in the achievement of institutional performance of Narok County Government. The findings are useful to the government of Kenya, Narok County Government, Staff and contribute to the knowledge gap. Background Strategic HRM has a clear focus on implementing strategic change and growing the skill base of the organization to ensure that the organization can compete effectively in the future (Holbeche, 2004). Myrna (2009) says effective training is not an isolated event in an organization. Training must be strategic in that it is designed to improve the knowledge, skills and abilities and abilities of employees to help them achieve the organization's strategic plan. Effective training is therefore can't be designed until there is full understanding of the organization. He further reiterates that it can only be achieved through SWOT Analysis and a proper understanding of the organization's vision and hence creating a competitive advantage. Training Needs Analysis is also very important to know the training gaps between the employee's current performance and desired performance level. Maund (2001) defined needs assessment as a systematic process of determining goals, identifying discrepancies between actual and desired conditions and establishing priorities for action. He further says that Ghanaian firm's to establish

Purpose: The purpose of this study was to explore the relationship between reward management system and the employee performance in Technical Institutes in Kenya. Many organizations including technical institutions have realized the value of human capital, which is the most important asset of any organization, besides; the success or failure of an organization is largely dependent on the caliber of the people working therein. Methodology: The research adopted both descriptive and correlational research designs. It also used a mixture of methods approach consisting of both qualitative and quantitative research methods, applied to a sample of the technical training institutes in Kenya. A sample size of 3 Technical Institutes in Kenya and comprising of 137 respondents was used. A linear regression analysis was used to explain the relationship between independent variables and dependent variable. The data was analyzed through Statistical package for social sciences and presented using t...

The present study sought to explore the training practices used at KRA and to bring into the fore the effects of adopted employee training practices on the performance of employees in both the operational and managerial levels. A quantitative research approach was adopted based on a case study of KRA headquarters with all the 179 employees making up the target population. Stratified sampling will be used to select all employees who have joined the firm or have changed their position in the last five years between the years 2012 to 2017. A structured questionnaire comprising closed and open ended, and Likert scale questions was used to collect data. Descriptive statistics were used to assess the general distribution of responses. Chi square test and Paired t test were also used for estimating relationships and testing of research hypothesis. Statistical Package for social science (SPSS v 24) were be used as the analysis software. The study fails to accept the first null hypothesis an...

The objective of the study was to find out the effect of performance supervision on employees’ productivity in the Ministry of Lands, Environment, and Natural Resources in Taita Taveta County. Goal-setting theory and equity theory form theoretical frameworks. A descriptive research design was adopted in this study. The target population was 262 employees. Stratified random sampling was implemented to produce a sample for the study. To ascertain its level of reliability, the research instrument was pilot tested before the actual data collection. Respondents were requested to correct the contents of the questionnaire and experts were consulted to enhance the instrument’s validity. Questionnaires were issued to respondents and recollected thereafter for analysis. Sorting was conducted on the collected data. Descriptive statistics and inferential statistics were employed to analyze quantitative data. The study established that performance supervision had a positive connection with emplo...

This paper assesses the effect of training dimensions on employee performance, a case of Mumias Sugar Company, Kenya. The study sought to find out; the effects of training needs assessment on employee performance, the effects of Training contents on employee performance and the effects of Training evaluation on employee performance. The study targeted a total of 150 employees and 6 departmental heads. Questionnaires and interview schedules were used. The departmental heads were selected using purposive sampling while the employees were selected through simple random sampling. The researcher used content validity; internal consistency was achieved through the use of a Cronbach’s Alpha coefficient which yielded an alpha of 0.86 implying that the instruments were reliable. The researcher then analyzed the data using descriptive and inferential statistical where regression analysis was used to establish the associations of the study variables. Results show that there was a positive and ...