Influence of employee characteristics on training outcome in Tuberculosis Vaccine Research in KEMRI/CDC, Kisumu, Kenya
Training is a critical element for every employee working in any organization and it results in outcomes that need to be evaluated so as to understand the influence of certain factors on the outcome. The purpose of this study was to assess employee characteristics influencing training outcomes among Tuberculosis (TB) vaccine research employees in TB branch, KEMRI/CDC, Kisumu Kenya. The objectives of the study were, to assess how demographic characteristics of KEMRI/CDC TB branch employees influence training outcomes, to establish whether nature of work performed by KEMRI/CDC TB branch employees influences training outcomes, to determine the extent to which KEMRI/CDC tuberculosis branch employee experience influences training outcomes with the assumption that scores obtained in the posttests are assumed to be influenced only by the training offered, that the delivery mechanism employed for various courses was standardized and that there was no variability among trainers for different courses. This study employed a one group pretest-posttest study design with a saturated sample of 76 employees who work on the TB vaccine trial and have undergone the same assessment. Primary data were collected on nature of work, employee experience, demographic characteristics and scores obtained in CQMP, Registry protocol and version 6.0 using researcher administered semi-structured questionnaires. All participant identifiers were removed. Data was analyzed using quantitative methods. Proportions of employees attaining a pass mark of 70% were computed and ANOVA test to compare variations in mean differences obtained in all variable categories in all the courses taken. The results showed that no gender variations were found in pretest-posttest mean differences, The pretest-posttest mean differences in all age groups (<30years, 30-33years and >33 years) were not different from each other for all the courses. In the education level category, differences in means for secondary certificate, diploma and degree holders were observed in CQMP (p=0.015), an indication of association between education level and training outcome. The mean differences derived from all the courses for the two categories of employees having experience <3 years and ≥ 3 years in TB Branch were not statistically different in the two categories (p=0.484, p=0.518 and p=0.459 in CQMP, Registry and version 6.0 respectively). Similar findings were obtained for the two categories of employees with <3 years and ≥ 3 years experience elsewhere before joining the branch, (p=0.410, p=0.488 and p=0.487 for CQMP, Registry and version 6.0 respectively). Employee experience, whether in TB branch or experience prior to joining the branch, did not influence variations in mean differences. The results showed that only registry protocol had mean differences derived in the nature of work category were statistically different (p=0.005) compared to CQMP (p=0.801) and version 6.0 (p=0.913), thus nature of work had an influence on training outcome in registry protocol. An overall test of hypotheses showed that there was no significant difference between gender and training outcome (p=0.785), age and training outcome (p=0.406), level of education and training outcome (p=0.154), employee experience in TB and training outcome (p=0.487), employee experience elsewhere and training outcome (p=0.462) and nature of work and training outcome (p=0.573), at 0.05 level of significance. The study recommended that trainings related to registry be moderated to suit staff performing different roles in the study. CQMP also needs to be adapted to the different education levels.