| dc.description.abstract | This
study
sought
to
establish
the
relationship
between
training
and
development
and
competitive
advantage
among
micro
finance
institutions
in
Kenya.
This
study
adopted
a
descriptive
cross
sectional
survey
research
design.
The
target
population
for
this
study
consisted
of
all
micro
finance
industry
players
duly
registered
by
AMFIK
.
A
census
survey
was
carried
out
on
all
the
54
micro
finance
institutions.
Primary
data
was
used
in
this
research.
Data
was
analysed
using
descriptive
statistics
such
as
frequency
distributions,
mean,
standard
deviation
and
percentages.
Data
was
presented
in
the
form
of
tables.
The
respondents
stated
that
their
training
and
development
policy
is
geared
towards
enhancing
the
organizational
competitive
advantage,
training
and
development
policy
is
reviewed
regularly
thus
enabling
the
organization
link
the
business
strategy
with
fundamental
finance
and
capital
markets
constantly.
Training
and
development
programs
have
given
their
organization
competitive
advantage
by
developing
new
products
to
retain
and
build
customer
base
and
training
and
development
programs
achieve
the
required
outcomes
by
enabling
the
organization
to
focus
on
information
about
value
added
products
and
services
regularly
aspect
were
applied
to
a
large
extent
in
their
organizations.
The
aspect
training
and
development
programs
lead
to
increased
performance
and
productivity
because
the
organization
has
clarity
of
goals,
training
and
development
policies
incorporate
systems
of
assessing
and
measuring
the
results
that
are
facilitated
by
the
experience
and
skills
of
top
managers
aspect.
In
conclusion
job
training
and
development
is
one
of
the
most
crucial
functions
for
any
organization
seeking
to
improve
its
productivity
and
gaining
competitive
advantage.
Delivering
sustained
success
to
organizations
by
improving
the
performance
of
the
people
who
work
in
them
and
by
developing
the
capabilities
of
teams
and
individual
contributors.
Training
is
a
vital
component
in
organizational
process
of
cultural
change,
a
behavioural
device
that
can
be
used
to
secure
workforce
commitment
and
to
realize
the
potential
of
employees.
The
researcher
came
to
the
decision
that
there
should
be
training
and
development
in
every
organization
if
competitive
advantage
is
to
be
achieved.
Training
and
development
is
very
important
for
an
organization
to
compete
with
this
challenging
and
changing
world.
Training
and
development
is
directly
related
to
employee
but
its
ultimate
effect
goes
to
organization
because
the
end
user
is
organization
itself.
Before
delivering
training,
design
of
the
training
should
be
prepared
in
the
manner
which
is
effective
and
most
useful
for
organizations.
Feedback
of
the
experienced
participants
is
very
necessary
for
the
outcome
of
training
program
and
before
the
conduction
of
training
program
the
trainer
must
know
ab | en_US |
