Employee perception of the effectiveness of in house training programs at kcb bank
This project examines the perception of employees on in-house training programs at KCB. The objective of study was to establish the effectiveness of In-House Training Programs at KCB. The study used questions to serve as guideline to establish the effectiveness of In-House Training Programs at KCB whose summary is indicated in the study. However, the secondary information was used as a rationale to develop the study where issues on in-house training were reviewed on implications employee performance in facilitating business operations. Consequently, the Target population was 1400 employees sampled randomly - 200 selected from 3 categories of employee namely; Managers, Permanent employees (Clerks) and Contract employees. A stratified random sampling technique was used to pick the employees. Closed questionnaire were used to collect data. The respondents were given 3 weeks to answer the questions in the questionnaires. The analysis of the data was to verify the relationship between data collected and the topic of study whose basis was the findings from the responses recorded. The data were classified and coded appropriately, summarized and tabulated to assist in drawing inferences, conclusions and recommendations. They were presented in quantitative form using frequency table, pie charts and percentages. The study established that the evaluations forms fill-up ware adequate for the evaluation of the effectiveness of in-house training. This benefit was demonstrated by the ability of employees in identifying the objectives of in-house training that seeks to bolster the levels of performance in the Bank. In addition, the study also established that a design of Specific sequences of training is made available to employees to enable them to prepare adequately in the event they are nominated for the in-house training. Further, the study indicates that the choices of the methods of learning are appropriate to satisfy the bank`s in-house training needs. The study notes that the instruments for evaluating the effectiveness of training are used in other purposes other than the training at KCB. This is done by the use of evaluations forms fill-up that are adequate for the evaluation of the effectiveness of in-house training, In view of this, the study recommends that the bank should strive to develop employee capacity to enable them to identify the objectives of in-house training thereby understand its vision, mission and objectives. The study also recommends that the location selected for the training should be conducive for learning and the bank should consider various methods of training to be used to deliver in-house training. This can be done in line with developing a clear communication policy to communicate its vision, mission and values.
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