CHALLENGES OF ACCESS TO TRAINING FUND AMONG CIVIL SERVANTS IN KENYA

BEATRICE DINDI

Abstract


The public sector plays the particularly important function of providing public goods and public services, and maintaining public order. Hence, public organizations should pay attention to human resources development. Without training and development, government agencies cannot maximize their use of human capital. With the rapid pace of globalization and technological change today, all organizations have to continually train their workforce to keep pace with their competition. The Kenyan government has been supporting the building of technical, managerial and leadership competencies of the employees in the public sector with the aim of enabling them to meet the demands of providing efficient, effective and hands-on services to citizens. This can be evidence by the launch of the Training Revolving Fund (TRF) in 2011/2012. However, in spite of these efforts, there have been deficiencies on work performance, a clear indicator of inadequate or complete lack of training amongst civil servants in Kenya. The general objective of the study was to establish the challenges of access to training fund among the civil servants in Kenya. Specifically the study sought to; establish how awareness of training fund details influences access to training fund among civil servants in Kenya, determine how bureaucracy in administration of training fund influences access to training fund among civil servants in Kenya, investigate how borrowing requirements influences access to training fund among civil servants in Kenya and establish how cost of loans influences access to training fund among civil servants in Kenya. This study adopted a descriptive research design. The population of the study was all the civil servants working in the government of Kenya. The study used a formula to calculate the sample since the population is greater than 10,000. This yielded a sample size of 265. The study used simple random sampling to select the respondents. The study used primary data which was collected using a questionnaire. The questionnaire was self administered using a drop and pick later method. A pilot study was conducted in order to establish the validity and reliability of data collection instruments. The pilot test was based on 5% of the sample population. The study used quantitative techniques in analyzing the data. This included descriptive and inferential statistics. Specifically, the descriptive statistics included; frequencies and percentages while the inferential statistics included a multiple linear regression. The organised data was interpreted on account of concurrence to objectives using assistance of computer packages especially Statistical Package for Social Sciences (SPSS) to communicate the research findings.The analyzed data was presented in charts and tables. This enhanced easier interpretation and understanding of the research findings. Based on the findings the study concluded that awareness about training fund details has an effect on the access of training funds among civil servants in Kenya. Based on the findings the study also concluded that bureaucracy of administration of the training fund and borrowing requirements also influence the accessibility of training funds among civil servants in Kenya. Furthermore, based on the findings it was possible to conclude further that cost of acquiring training funds influenced accessibility to training funds. From the study findings, it is recommended that accessibility of training funds be made possible, available and affordable. Strategies include increasing awareness on training funds and reducing the number of requirements to access funds. In addition, reduce interest rates charged on funds received and ample repayment period. This would increase the number of civil servants accessing the funds. It is also recommended that time taken to process and disburse funds be addressed by the lending institutions so that civil servants are able to acquire funds for training. This would enhance work performance of the civil workers because of the acquisition of improved skills.

Keywords: awareness of training, bureaucracy, borrowing requirements, cost of loans, access to training and civil servants


Full Text:

PDF

References


Armstrong, M. (2010). A Handbook of Human Resource Practice, l0th edition, Kogan Pages, London

Chakrabarty, K..C. (2011). Financial Inclusion. Seminar on Financial Inclusion: Partnership between Banks, MFIs and Communities, New Delhi, 14 October 2011.

Chege, J., (2010). Human Resource Development Policy in Africa, seminar paper Ministry of state for Immigration and Registration of persons. Customer satisfaction survey

Cheng, E., & Hampson, I. (2008). Transfer of training: A review and new insights, International Journal of Management Reviews, 10(4), 327-241.

Commission on Administrative Justice County Visits Report., 2012/13,

Ethics and anti-corruption Commission, (2013). Annual report 2012/2013

Gachuru, H., & Mwirigi, F. (2014). Challenges in the Disbursement of the Youth Enterprise Development Fund: A Case Of Mombasa County Kenya. International Journal of Social Sciences and Entrepreneurship, 1(10), 292-304.

Gaititi, J. (2013). Factors hindering access of women enterprise fund: a survey of women entrepreneurs in Murang' a municipality (Unpublished Thesis) Kenyatta University: Kenya

Lim, H., Lee, S., & Nam, K. (2007). Validating e-learning factors affecting training effectiveness. International Journal of Information Management, (27), 22– 35.

Lin, A. B., & Sharif, M. Y. (2009) Factors that affect training effectiveness at semiconductor wafer fabrication industry in Malaysia. Journal of US-China Public Administration, 6(4), 10-22.

Maithulia, M. (2012). Factors Influencing Implementation of Donor Funded Projects in Meru Country (Unpublished Thesis) University of Nairobi: Kenya

Mbugua, I. (2013). Factors Determining Access To Credit Facilities For Farmers In Cherangany Constituency In Trans-Nzoia County (Doctoral dissertation, University of Nairobi).

Mugenda, O. M. & Mugenda, A. G. (2008). Research Methods: Quantitative and Qualitative Approaches, Acts Press, Nairobi-Kenya

Mungai, J. N. (2015). Loan Repayment and Sustainability of Government Revolving Funds in Murang’a County (Unpublished Thesis) Kenyatta University: Kenya

Noe, R. A. (2008). Employee training and development. 4th ed. Singapure: McGraw Hill International edition.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. & Wright, P.M. (2006). Human Resource Management: Gaining a Competitive Advantage. (6th Ed), (Boston,MA:McGraw -Hill Irwin).

Porter, M. E. (2000). Location, competition, and economic development: Local clusters in a global economy. Economic Development Quarterly, 14(1), 15-34.

Stiglitz J. and Weiss. A. (1981). Credit rationing in markets with imperfect information. American Economic Review, vol. 71, no. 3: pp 393–410.

Storberg-Walker, J. and Gubbins, C. (2007). Social networks as a conceptual and empirical tool to understand and “do” HRD, Advances in Developing Human Resources, 9, 291–311.

Tian, 0. (2010). Alignment of Human Resource Development in Business Organization, Monticello, New York, Lexicon online

Vichet, S. (2006). The impact of training and its integration in the firm’s business strategies on the firm’s competitiveness. (Unpublished doctoral dissertation). Southern Illinois University Carbondale.

Waruru, M. (2012). Higher education funding boost for civil servants. Retrieved from http://www.universityworldnews.com/article.php?story=20121122140402364

Wendy, A. M. (2010). Considering human capital theory in assessment and training: mapping the gap between current skills and the needs of a knowledge-based economy in northeast Iowa. (Unpublished doctoral dissertation). Iowa State University.


Refbacks

  • There are currently no refbacks.