Strategic human resource training and development practice for Co-operative Bank of Kenya
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Human resource development has served the needs of organizations to provide employees with up-to-date expertise. Critical business issues, from new marketing strategies to innovations in production technology, are based on, among other factors, the performance capabilities of those expected to use these new work systems. As a factor integral to business success, employee expertise has been expanded through effective programs of employee development. Co-operative bank of Kenya is a leading and dominant Kenyan bank with a strong countrywide presence. It has a network of 79 branches and 2,239 employees as at June 2010. To better its way of doing business and align to current practices including the statutory requirements, the bank's structures, processes and systems have continued to change. This research was conducted to establish the strategic human resource training and development practice that co-operative bank engages in so as to stay ahead of competition and to ensure optimum performance. The researcher used case study design since the research is descriptive in nature. Both the primary and secondary sources of data were used to obtain information for the study. Respondents were three employees in the human resource development involves department in Co-operative bank. The questionnaires were administered through a face to face interview. The researcher used Content Analysis to analyze the data. This is because content analysis involves observation and detailed description of objects, or things, and the errors which occur during the study are easily detected and corrected. The research findings show that Co-operative bank has a strategic plan which consists of among others a Strategic human resource training and development plan. This plan is for a period of five years but is reviewed annually to cater for any unexpected changes in the environment. The management believes that strategic human resource training and development plan plays a very big role in the achievement of the bank's strategic plan through providing employees with up to date expertise to meet present and future performance demands. It also assumes a vital role in shaping strategy and enabling the bank to take full advantage of emergent business strategies. According to the management, business success in the bank hinges on the bank's ability to use employee expertise as a factor in the shaping of business strategy. Co-operative bank uses the following methods to train and develop their staff; induction, coaching, job rotation, career development, transfer approach, project management, staff empowerment, learning organizations, communication, attachment, job involvement, job enrichment, tuition reimbursement programs, mentoring and performance management.
University of Nairobi, Kenya