| dc.description.abstract | Dynamic changes in the way businesses are managed have taken place in the past
decades that have forced organizations to evolve strategic options that give them a
competitive edge against their competitors. One of the strategic options adopted by
organizations in their business strategy is the human resource strategy that has been
developed through a strategic human resource approach, a major component of strategic
human resource development. Human resources must be viewed as a long term fixed
capital that must continuously be developed in their roles for an organization / business to
achieve its objectives hence the need to incorporate a strategic human resource
development policy. This policy ensures that strategies of developing the human resource
of an organization are in place within the overall strategy framework of the business /
organization.
Training is one of the major elements of Strategic human resource Development (SHRD)
as identified by Armstrong (2003) among others like learning, education and
development. Training encompasses impartation of knowledge, skills and competencies
in carrying out work through training systems such as technical training among others.
Technical training aims at imparting hands on skills that are of a technical nature, also
referred to as vocational training or tertiary training. Focus on this form of training has
largely resulted from the grim picture of unemployment and under employment in
Kenya especially among the youth who form 60% of the working population , yet not,
in employment as reported by the United Nations Development Programme Deputy
Representative, Nardos Thomas (“ Youth to benefit from poly fund,” 2007) and a lot of
efforts in enhancing this training is currently a priority of the government. | en |
