The Role of Training and Development on Employee Performance at Kenya Power and Lighting Company

Abstract

Training and development are crucial to contemporary organizations since they provide organization employees with skills and capacity for them to contribute meaningfully to the overall goal of organization development. Kenya Power and Lighting Company has had several challenges, including customers resorting to renewable energy as well as unreliability of power that has plunged the organization into losses and hence reduced employee performance. The goal of this study was to find out how training and development affects how well Kenya Power and Lighting Company employees do their jobs in Kisumu. The analysis mainly focused on three variables, including needs establishment, strategy creation, and content delivery. The study employed a correlation study design and selected 28 departmental heads through census. Utilizing questionnaires, primary data was gathered which data was analyzed using regression as well as descriptive mechanism. The findings revealed that training and development explained 49.3% (R2 = 0.493) of the variation in employee performance. Furthermore, the study discovered that need establishment had an insignificant negative interrelationship with dependent variable. (=-1.582, p > 0.05); strategy creation had an insignificant negative interrelationship with dependent variable (=-.454, p > 0.05); and content delivery had an insignificant negative relationship with employee performance at Kenya Power and Lighting Company (=-.899, p > 0. The study concluded that need establishment, strategy creation, and content delivery did not contribute to employee goodness. The introduction of training and development across all levels of management for it to influence performance positively was the key recommendation of the analysis. Further, the study suggested that other researchers look at training and development using different variables in other different organizations to see how the results compare.