Perceived relationship between training and development and employee performance in geothermal development company (GDC)
Abstract
Training and development has become one dynamic aspect of human resource
management. Organisations are forced to keep up with new trends in the global
market. The business world today is changing day in day out with changes ranging
from economic to technological. Therefore organisations are forced to train their
employees continuously to ensure they have the right skills in running business. Any
organisation that does not invest in training is bound to fail. It is therefore important
for organisations to ensure the right training and development practices are used in
training employees. If practices are not well chosen and well conducted the whole
process will be considered useless.
This research investigated the relationship between managers training and
development and employee performance in GDC. The objective of the study was to
find out the relationship between training and development and employee
performance in Geothermal Development Company. This study adopted a descriptive
survey design in the investigation of the objectives. Stratified sampling technique was
used to select the sample after which stratified random sampling was used to select 80
respondents from the organization. The study used both primary and secondary data.
The data collected was analyzed using mean, standard deviation and regression
analysis. The key findings of the study were that Geothermal Development Company
Employees are aware of the existence of a training and development policy in the
organization and were of the view that upon the completion of their training, they
share what they have learned with other employees. However, the staff did not agree
with the training evaluation as the result indicates that the respondents disagree that
training evaluation is accorded high priority in the organization.
The implication of the study was that training and development is important in
influencing employee performance. Organizations should pay attention to this and
include staff training and development as one of the strategies in ensuring
achievement of employee performance. The study recommends that organizations
should be aware that training and development is important and implement it. The
study also recommends that organizations should use the various types of training and
development methods and techniques inorder to increase employee performance and
in return increase organizational performance. It can be concluded that by
encouraging self development, may help employees perform better in their jobs.
Further to this it is recommended that managers within organizations involve training
evaluation more in order to measure employee performance and the value of trainings
attended. Organizations also need to formulate ways of sensitizing employees on the
existence of training and development policies.
Publisher
University of Nairobi