Measures established by the human resource department of Nairobi's Safaricom Limited to evaluate the effectiveness of their staff training programmes

Abstract

The research study explored measures established by Safaricom Limited since the organization experiences low response rate for post training evaluations especially in assessing learning during training and behaviour on the job. Specifically, the researcher sought to find out whether the general reaction of participants. learning during training. behaviour on-the-job (transfer of learning to work environment) and results or return on investments were used by Safaricom Ltd. as criteria to evaluate their training programmes. Further. the study intended to find out whether Safaricom Ltd. had a training evaluation policy in place and finally personnel involved in the evaluation of recently trained staff. The study adopted the action research as the research design and targeted a population of fifty (50) staff members in the Human Resource Department. The researcher however purposefully sampled forty (40) staff members. Data in the study was collected through the use of self administered questionnaires and was later analysed using SPSS Version 12 for Windows, Data was then tabulated into bar graphs. percentages and tables. Findings from the study clearly indicate that Safaricom Ltd. indeed has measures in place to ensure evaluation of training programmes is being carried out. First and foremost the organ izat ion has a tra in ing po I icy wh ich also encompasses an eva I nation policy statement which provides that Safaricorn utilizes three criteria of evaluation: reaction. learning and behaviour on-the-job. The use of questionnaires and assessment tests are techniques most commonly used to measure reaction and behaviour on-the-job respectively. No measures are undertaken to determine the knowledge. skills and attitudes of staff before any training programme. The senior management and line managers are the two most involved personnel in the training and evaluation process. The researcher therefore recommends that the organization invests in carrying out pre and post-tests before and after every training as well as involve the trainee in the evaluation process. In addition. Safaricorn Ltd. should allocate specific resources towards the evaluation of training programmes.