Factors That Influence Transfer Of Skills At Rockefeller Foundation In Kenya
Thuitai, Alice W
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In the world of business, training is often, wholly or partially, unsuccessful because employees are faced with challenges when they turn their attention to transferring their new knowledge to on-the-job performance. This study aimed to identify factors that affect transfer of skills in Rockefeller foundation. This study was conducted through a case study where the unit of study was Rockefeller Foundation. Both secondary and primary data were utilized in this study. Primary data was obtained from the managers of Rockefeller Foundation using an interview guide. The managing director and other senior managers such as the Human Resource Manager, Business development manager, Customer relations manager were targeted. The respondents were in a better position to provide the required data to answer the research question since they were involved in key decisions on the skills training and implementation. Secondary data was obtained through reviews and analyses of various performance documents. This was in addition to books, internet access and journals. The data analysis was by way of content analysis. This was because the data collected was qualitative in nature. The qualitative data was summarized, categorized and presented according to common themes to assist in answering the research questions. Content analysis was used to arrive at inferences through a systematic and objective identification of the specific variables and data collected. It was evident that the intervals conducted by Rockefeller Foundation between skill training and evaluation are after 3-4 months. The evaluation of effectiveness of skill training on trainees in Rockefeller Foundation is conducted only once after the skill training programme. The organization should state clearly and create awareness among the Human Resource staff or those charged with the responsibility of skill training and development that in as much as there is a skill training budget, that there is also part of the vote head specifically allocated for evaluation of skill training programmes. Evaluation of skill training programmes requires the availability of both human and financial resources hence the need to specifically set aside resources that are specific to evaluation. The study therefore recommends another study be done with an aim to investigate the factors that influence transfer of skills in private foundations in Kenya. Further a study should also be carried out to investigate the factors influencing transfer of skills in Kenyan firms.