Training and development practices for diplomatic staff at the Ministry of foreign affairs, Kenya
Training and development has become one dynamic aspect of human resource management. Organisations are forced to keep up with new trends in the global market. The business world today is changing day in day out with changes ranging from economic to technological. Therefore organisations are forced to train their employees continuously to ensure they have the right skills in running business. Any organisation that does not invest in training is bound to fail. It is therefore important for organisations to ensure the right training and development practices are used in training employees. If practices are not well chosen and well conducted the whole process will be considered useless. The study was to investigate training and development practices of diplomatic staff at the Ministry of Foreign Affairs. Primary data was collected using an interview guide. The research instrument was administered directly by the researcher within the ministry. The data collected was qualitative in nature and was analysed using content analysis technique as the interviewer was to seek in-depth information on training and development practices in the Ministry of Foreign Affairs. The study investigated training and development practices in the ministry for training diplomatic staff and found out that the practices include linking the public service strategic plan to training and development process, conducting training and needs assessment in the ministry, adopting a work plan that outlines a training plan, application of training methods, implementation and evaluating the effectiveness of the training process in the embassieslhigh commissions. All these practices are linked to each other. On the basis of the study, it was suggested that further research be carried out in due course as the country adopts a new constitution. This new dispensation may have certain changes that might affect the whole public service and therefore having direct or indirect effects on human resource management.