Effects of training and development on employee performance: a case of Government Chemist Laboratory, Kenya.

Abstract

The purpose of this study was to analyze the relationship between training and development and its effect on employee performance at the Government Chemist Laboratory in Kenya. The Government Chemist Laboratory is the central chemical testing laboratory for the Republic of Kenya. The laboratory is mandated by the government to provide evidence derived from the analysis of evidential materials collected from scenes of crime or from suspected scenes of crime and also carry out tests on foods, water and waste water, drugs of abuse and various chemical substances. The main objective of the study was to determine the effects of training and development on employee performance at the Government Chemist Laboratory. The study was guided by the following specific objectives; to establish how training needs analysis affects employee performance at the Government Chemist Laboratory; to find out how organizational training culture influences employee performance at the Government Chemist Laboratory, and to determine how the training and development methods used at the Government Chemist Laboratory influence employee performance. The study was anchored on two theories namely; Reinforcement theory and the Human capital theory. The study hypothesized that there is a significant relationship between: training and development and employee performance; training needs analysis and employee performance; organizational training and development culture and employee performance; methods of training and development and employee performance at the Government Chemist Laboratory. The study used a descriptive cross-sectional research design. The target population was 70 employees working at the Government Chemist Laboratory, Nairobi and clients using the Laboratory services. A sample of 59 employees and 11 clients was randomly selected. The study collected primary data using structured questionnaires which was analyzed using mean, standard deviation, percentages and frequencies. The data collected was analysed using Statistical Package for Social Scientists (SSPS) tool. Analyzed data was presented in the form of tables and figures. The study findings revealed that although training needs analysis was carried out at the Government Chemist Laboratory, there was no consensus as to when and how often it was carried out. The findings further indicated that both off-the-job training and on-the-job training methods are employed at the Government Chemist Laboratory. The study also established that there are several factors which, to varying extents, hindered employee training and development. Overall the study established that there is a positive relationship between training and development of employees and employees’ performance at the Government Chemist Laboratory.