Impact of training and development on the performance of the employees of the general service unit-Kenya

Abstract

This study sought to look into the impact of training and development on performance on the employees of The General Service unit. The study was carried out between the months of July and September 2009. The study concentrated on training officers and people who were involved in training in one way or the other. This helped shed more light on the topic. The information was collected using questionnaires completed by training officers. The study found that there is no clear training policy in the organisation, as most of the respondents are not familiar with it, but overall there is a slight improvement on the performance of the employees as is evident in the way crime has reduced according to Appendix III, IV and V. Although training needs is done in the organisation it is not done frequently and might not address the needs of the employees as it is not dynamic and it takes time to implement the outcomes of these analyses and by the time it is being implemented crime could have mutated to something else. Where training needs analysis is done person analysis is the least used as compared to operational and organisation. When it comes to evaluation of training the overall impact of training is rarely evaluated or it is not evaluated at all, this makes it difficult to get feedback of training and thereby training might be used when maybe it is not solving the organisation problems. Training needs to be done in a professional way by professionals in the GSU. The people selected to offer training are not selected in a competitive way and they are transferred very often to various places so they do not get time to practice and to gain experience in one place.