Influence of Staff Training and Development Fund Project on Job Performance in Kenyan Public Universities: a Case of University of Nairobi Non-teaching Staff

Abstract

The purpose of the study was to establish the influence of staff training and development fund project on job performance in Kenyan public universities: A case of the University of Nairobi non-teaching staff. The study was guided by five objectives: To establish the extent to which amount awarded influence job performance of non-teaching staff, to identify how relevant the training taken influenced job performance of non-teaching staff, to assess how study duration influence job performance of non-teaching staff, to establish the extent to which training needs assessment influence job performance of non-teaching staff and to identify how university staff development fund policy influence job performance of non-teaching staff. The study was guided by learning theories of andragogy and reinforcement. A descriptive survey method was adopted since it allowed for an in-depth analysis. The target population of the study was 85 non-teaching staff who had benefitted from the STDF, out of which a sample of 70 staff were selected using Yamane (1967) sample size determinantion formula. Data was collected using open and close-ended questions. Pilot testing was iconducted ito establish ithe reliability iand validity iof ithe iresearch iinstrument. Collected data was cleaned, coded, iand entered into iStatistical iPackage for Social iSciences (SPSS) icomputer software ifor further ianalysis. Both descriptive istatistics and inferential analyses were done.i Tables and figures were used in presentation of results. From the regression results, amount of funds disbursed had a positive and insignificant influence on job performance of non-teaching staff at the University of Nairobi, Kenya; relevance of training had a positive and insignificant influence on job performance of non- teaching staff at the University of Nairobi, Kenya. On the other hand, duration of study had a positive and significant influence on job performance of non-teaching staff at the University of Nairobi, Kenya. Similarly, training needs assessment had a positive and significant effect on job performance of non- teaching staff at the University of Nairobi, Kenya, lastly, policy on staff development fund had a positive and significant influence on job performance of non-teaching staff at the University of Nairobi, Kenya. Based on the findings, first, there is need to consider optimal duration that studies could take especially for corporate staff. Whenever the course is completed on time and the concerned individuals promoted accordingly, many employees would be willing to engage in furthering their education and skills. Second, there is need for continuous needs assessment for staff working at public universities. Universities need to identify the need iwhen ithere iis a ishortage iof iskills, at the University level, task ilevel iand iindividual ilevel. The major goal of needs assessment from strategic viewpoint is to have a relationship with the general goals of the institution. Third, there is a need to review policy on staff development fund to go hand in hand with needs assessment. The study recommends for a policy that commits government agencies including public universities to have a comprehensive policy requiring development of employees’ ipotential.