INFLUENCE OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEE PERFORMANCE OF KAKAMEGA COUNTY GOVERNMENT
Abstract
The purpose of the study was to investigate whether training and development practices have influence on employee performance in Kakamega County Government. The study was carried out in Kakamega County which is one of the 47 Counties in the republic of Kenya. The study specifically focused on influence of training and development practices on employee performance in all the 10 devolved departments/ ministries in Kakamega County. Cognitive learning theory was used. The research design employed in the study was descriptive survey design carried out in the 10 devolved departments that considered a target population of 267 employees at the County Government of Kakamega. The sampling frame for this study was a list of all employees in County Government of Kakamega. Head office provided by the Human Resource Department. The sample size of this study was 160 employees. The study purposively sampled out all cadres which play key roles in the County. Random sampling technique also used to select respondents. Questionnaires were used as research instruments. Structured and semi structured questionnaires were used as data collection instrument. The data collected was analyzed using both qualitative and quantitative methods. The Pearson correlation results revealed that training and development practices had significant and positive relationship with employee performance. The study concluded that analyzed using both qualitative and quantitative methods. The Pearson correlation results revealed that training and development practices were useful predicator of employee performance. The study recommended that county government should formulate policies that would enhance training and development.
Key Words: Training and Development, Employee Performance, Kakamega County Government
Full Text:
PDFReferences
Abdulkadir,Z.(2005). Organizational culture and job satisfaction. Journal of Business & industrial marketing, 18(3), 219-236.
Adhiambo,I.O.(2014). Influence of succession planning practices on performance of Select health service Non-Governmental Organizations in Winam Division. Journal of Business and Management, 8(10), 56-65.
Allinson,I.(2005). Succession in family firms: The problem of resistance. Family Business Review, 1(8), 621-632.
Alsaeed, K, (2005). “The association between firm-specific characteristics and disclosure: the case of Saudi Arabia”. The Journal of American Academy of Business, 7(1), 310-321.
Anis, K.(2011). Organizational culture and performance: International Journal of Human Resources Management, 12(5), 782-798.
Armstrong, M. (2012). A Handbook of Human Resource Management (12th Ed.) Wiltshire, Cromwell Press.
Armstrong M. (2010) A Handbook of Human Resource Management practices (11th Ed.) London, Koga page.
Armstrong, M & Baron, A. (2005) Managing Performance, Performance Management in Action. London, CIPD.
Aswathappa, K. (2008). International Business. New Delhi: Tata McGraw Hill.
Ayanda, O.J.(2011), Strategic human resource management and Organizational performance in the Nigerian manufacturing sector: An empirical investigation. International Journal of Business and Management, 6(9), 46-55.
Babbie,E. (2012). Review and Research Agenda. Human Resource Management Review, 19(4), 304-313.
Barney, S. A. (2012). Success Factor Corporate Culture: Developing a Corporate Culture for High Performance and Long term Competitiveness, Six Best Practices. Kindle Edition.
Batt, R. & S. Colvin (2011). An employment systems Approach to Turnover: Human Resource Practices , Quits, Dismissals and performance. Academy of Management Journal, 54(4), 695-717.
Baldwin,M. (2005). Succession planning in organizations. Human Resource Management & Leadership, 22(1), 3–20.
Bass,P.M.& Bass,F.J.(2008). The Bass Handbook of Leadership: Theory, Research and Managerial Applications ( 4th Ed.) Free Press. London
Beecler,M.T. & Woodward,C.N.(2009). Employee Training and Development: Reasons and Benefits. New York. Authenticity Consulting, LLC, 2009.
Beechi,S. & Mackenna,J. (2000). Leadership style, organizational culture and Performance: Empirical evidence from UK Companies. International Journal of Human Resources Management, 11(4), 766-788.
Beckery , T , Bellings R, Everleth, T, & Gilbert N ( 1996). Foci and Bases of Employee Commitment . Academic Management Journal, 39(6), 464-482.
Boglarsky, C. A &. Kwantes, C. T. (2007). Perceptions of organizational culture, Leadership effectiveness, and personal effectiveness across six countries. Journal of International Management, 13(1), 204-213.
Berger, L. A. & Berger, D. R. (Eds.). (2004). The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing and Promoting Your Best People. New York: McGraw-Hill.
Bernardin, H.J. & Russell J.E.A. (2012). Human resource management : An Experiential approach. Singapore: McGraw- Hill inc.
Branham, F.L. (2000). Keeping the people who keep you in business: 24 ways to hang on to your most valuable talent. New York: AMACOM.
Burwell, J. (2011). Succession planning practices is a systematic approach to building leadership continuity. Journal of International Review of Management and Business Research, 2(1), 150-169.
Busi, M. & Bititci, U.S. (2006). Collaborative performance management: present gaps and future research, International Journal of Productivity and Performance Management, 55(1/2), 7-26.
Caldwell & Dixon ,(2010). Human Resource Management. (8th Ed.). Boston: Irwin McGraw-Hill.
Champathes, M.R. Coaching for performance improvement: the COACH model. Development and learning in Organizations,20 (2),17-23
Chikumbi, C.N.L. (2012). An investigation of talent Management and staff Retention at the bank of Zambia.
Cole, G.A. (2004). Management Theory and practice (6th Ed.). Thomson Learning
Colins, D. & Mellahi, K. (2009), Strategic Talent Management; A review and Research Agenda. Human Resource Management Review, 19(4), 304-313.
Coulson, T. (2012). Influences of talent management on organizational trust: a field Study, Procedia - Social and Behavioral Sciences 99, 843 – 851.
Cooper,L. & Schindler,P. (2003). Business Research Methods (8th Ed.) USA: McGraw-Hill.
Crawford.N. & Lok, J.(2004). Corporate culture and organizational Performance. Journal of Managerial Psychology, 19 (4), 340 359.
Creelman, D. (2004). Return on investment in talent management: measures you can put to work right now. Human Capital Institute.
Cunningham,I. (2007). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304.
Dal ziel,C. (2004). Talent management: Driver for organization success. Research Quarterly,1-13. Retrieved September 8, 2005, Journal of World Business, 45(2), 143.
Darmawan,A. (2013). .Impact of organizational culture on employee performance Journal of International Review of Management and Business Research, 2(1), 168-175.
Deloitte, R. (2004) . Talent Management Model. The Develop-Deploy-connect (DDC).
Deila, T.& Salan,M. (2013). The Effect of On-the –Job-Training Practice on Employee Satisfaction at Kapsara Tea Factory. International Journal of Academic Research in Business and Social Sciences.
Dev,M. & Reeyes,P. (1995). Succession in family firms: The problem of resistance. Family Business Review, 1(3), 358-370.
Dasanayake, S. & Mahakalanda, I. (2008).A literature survey on organizational Culture and innovation. Global Business and Management Research, 539-550.
Desario et.al ,(1994). The Impact of Training on Productivity: Evidence from a Large Panel of Firms (No. 134). University of Milano-Bicocca, Department of Economics.
Dessler ,.G. (2008). Human Resource Management (11th Ed). New Delhi, Prentice Hall , of India Private Ltd.
Egenova, J. (2013). Replacement planning: A starting point for succession planning and talent Management. International Journal of Training & Development, 15(1), 87-98.
Elliott, A. & Woodward W. (2007). Statistical analysis quick reference guidebook with SPSS examples. 1st ed. London: Sage Publications
Eshiteti, S.N.(2013). Effects of Succession Planning Programs on Staff Retention. Mediterranean Journal of Social Sciences, 4(6), 157-165.
Eunice, S.(1985). Personnel and Human Resource Management (5th Ed.). Continuum London: New York Publishers.
Ferreira, D.(2007). Human Resource Management Systems on Organizational Performance: International Journal of Human Resource Management, 17(7),1223–1253
Fisher, S. (2009) The use of non financial reward in performance Measurements. Management performance (2nd Ed.) dissertation, Englewood cliffs, prentice Hall.
Fiedler , F.Z.(1969) The use of non financial reward in performance Measurements. Management performance .(1st Ed.) dissertation, Englewood cliffs, prentice Hall.
Frank, F.D. & Taylor, C.R. (2004). “Talent Management: Trends That Will Shape The Future,” Human Resource Planning 27(1),33-41.
Georgiedis, N.& Pitelis,O. (2012). Effects of Training on Organizational Performance. In public sector in Kenya, Journal of business management 1(9), 591-621.
Griffeth R.W., Hom P.W., Gaertner S. (2000) A Meta-Analysis of Antecedents and Correlates of Employee Turnover, Journal of Management 26(3), 463-488.
Grossman R. & Salas, E.(2011). The transfer of training: What really matters. International Journal of Training and Development, 15(2),103-120.
Hair, B. &Tatham T.(2010). Multivariate data analysis.7thedition Prentice Hall Hanzard, M.A.(2003). Human Resource Management (6th Ed). New Delhi,Prentice Hall , of India Private Ltd.
Harlley, M.,(2004) Performance Management: present gaps and future research, International Journal of Productivity and Performance Management, 54(1), 5-23.
Hartezell,E. (2006). Financial Management, Financial Review Journal (2009), 34(4),25-34
Healthfield,S.M. (2012). Training: your investment of people development and Retention.
Heck,R.H. & P.Hallinger (2009). Assessing the contribution of distributed leadership.
Heinen, J.S., & O’Neil, C. (2004). Managing talent to maximize performance. Employment relations Today, 31 (2), 67-82.
Heinen, S.J., & Colleen, O. (2004).Managing Talent to maximize performance. Published online in Wiley inter science. Retrieved from:
Heintz,C. & Steele, J. (2004). Challenges of Succession Planning, Human Resource leadership, Management Research, Vol.11.
Huddleston W. (1999) .Enrollment Management; Cambridge, University of Oxford Publishers.
Hytter, A. (2007). Retention Strategies in France and Sweden, The Irish Journal of Management, 28(1), 59-79.
Ibrahim,A.B Souler,K. & Lan,J. (2007). Human Resource Management Systems on Organizational Performance: International Journal of Human Resource Management, 18(6): (2007):1236-–1256. 26.
Jassen,C & Ypereen,V (2004). Performance Management and Strategic Approach to Organizational Success. Journal of Management Research , 5 (6).
Jingyu L. (2003). dividend clienteles’ financial leverage clienteles and determinant of dividends policy under New zaeland imputation tax regime. A PHD thesis Massey university.
Khan, A, (2007) Performance Appraisal’s Relation with Productivity and Job Satisfaction .Journal of Managerial sciences 1(2) 34-56..
Khan, A. (2016) Performance Appraisal’s Relation with Productivity and Job Satisfaction .Journal of Managerial sciences 2(3), 43-56).
Kimball,S. (2005). The impact of talent management on retention. Journal of Business Studies 3(32), 28-33.
Kiptoo, J. (2016). Factors affecting effective succession management in the civil Service in the Ministry of Water and irrigation. Journal of Business Management , 2(14), 280-293.
Kombo ,D.K. & Tromp D.L. (2009). Proposal and thesis writing: An introduction. Nairobi: Paulines Publications Africa.
Kothari, C.R. (2008) Research Methods and Techniques. (2nd Ed.). pp.109-110). New Delhi: New Age Inter-national (P) limited.
Kothari ,C.R.(2014) Research Methods and Techniques. (3rd Ed.). pp.109-110). New Delhi: New Age Inter-national (P) limited.
Kwantes, C. T., & Boglarsky, C. A. (2007). Perceptions of organizational culture, leadership effectiveness, and personal effectiveness across six countries. Journal of International Management, 13(1), 204-213.
Laff,M.,(2006) & Ureb (2007). Talent Management: From Hire to Retire. T+D Alexandria. 60(11). 42-50.
Leisy D.& Pyron,R. (2009). Talent Management takes on New Urgency. Compensation & Benefits review, 41(4),58-63.
Lallandhall, C.(1988). Employee Training & Development. (4th Ed.) New York: McGraw-Hill.
Lewis,P. & Heckman,F. (2011). Effects of succession planning management on organization performance in the Public sectors in Kenya, Journal of business management. 1 (46), 389-402.
Lucas,Y. (2013). Personnel and Human Resource Management (5th Ed.). Continuum London: NewYork Publishers.
Manappa .T & Salyadain,H. (2008). Personnel Management ( 2nd Ed.). Tata McGraw-Hill, New Delhi.
Mazzola,M, Marchisio,B. & Asttadhin,S. (2008). Personnel and Human Resource Management (4th Ed.). Continuum London: New York Publishers.
Mackerwn ,C. (2000). Management Theory and Practice (6th Ed.) Thomson Learning.
Mathis, R. L and Jackson, J. H.(2010). Human Resource Management. Mason, OH, USA: South-Western Engage Learning.
Mellenberg,G.J, (2008). Strategic Talent Management: A review and Research Agenda. Human Resource Management Review, 20 (5), 204–213.
Messmer, M.(2006). Four keys to improved staff retention. Strategic Finance, 88(4), 13-14 -32.
McGee,L. (2006) CEO influence of talent management strategy .Human resource Review, 6(1) 3-3.
Michael,S.O. (2008). Using Motivational strategy as panacea for employee retentions and turnover in selected Public and Private Sector Organization in the Eastern Cape Province of South Africa, Master of Commerce Thesis , University of Fort Hare.
Molly,D. LavereenJ. & deloof,A., (2010). Participation, satisfaction and productivity: Ameta-analytic Review, Academy of Management Journal, 29,727-753.
Mugenda, O. M. and Mugenda,A.G. (2002) Research Methods, Nairobi Press Publishers.
Mukokoma, C.(2008). Management Theory and Practice (6th Ed). Thomson Learning.
Nicholas , C.(2012). The link between Talent Management Practices, Succession Planning and Corporate Strategy among commercial Banks in Kenya (Unpublished Master Thesis, Nairobi University).
Noe. R. (2008), Employee Training &Development: (4th Ed.): New York: McGraw-Hill.
Nyanjom,C.,R.(2013) Factors influencing Employee retention n the State Corporations inKenya. Unpublished Master Thesis, university of Nairobi.National Accord and Reconciliation Act, 2003.
Nova Scotia Public Service Accountability Reports Officer Ethics Act, 2003-2006. leadership and excellence in Human Resource Management. Nova Scotia.
Odhiambo L.F.& Zakayo ,N.(2014) Effects of Succession Planning Practices on Organization Performance among the Non-governmental Organizations in Kenya.
Ordonez de Pablas,O.D. (2004). Competencies and human resource management: Implications for organizational competitive advantage. Journal of Knowledge Management, 12(6), 48-55.
Oi atal, M.(2007). Human Resource Management Systems on Organizational Performance: International Journal of Human Resource Management, 17(7), 1223–1253
Okumbe, J. (2001), Human Resources Management. An educational perspective, Nairobi, Kenya: Educational Development and Research Bureau.
Omerzel, A.& Guler,O. (2011). Effects of training on employee performance. International Journal of Scientific Research and Modern Education 4(3), 32-47.
Omolo, J.W. (2013), Influence of human resource management practices on the Performance of small and medium enterprises in Kisumu Municipality, Kenya. International Journal of Business and Social Science, 4(1), 1-9.
Orodho, A. J. (2012). Essential of educational and social sciences research Method. Nairobi: Malosa Publishers.
Paddy M.(2013) a popular version of county government system, Devolution made Simple.
Pablos, P.O.D.,& Lytras, M.D. (2008), Competencies and human resource management: Implications for organizational competitive advantage. Journal of Knowledge Management, 12(6), 48-55.
Pfeffer,J.& Sutton,R.I (2006). Hard facts, dangerous half-truths, and total nonsense: Profiting from evidence-based management. Boston: Harvard Business School Press.
Pfeffer, J.(1994).Competitive Advantage through people: unleashing the Power of the workforce, Boston, Harvard Business School Press Practice in Britain, Blackwell Publishers Ltd, Oxford UK.
Pillay, R. (2009). Work satisfaction of professional nurses in South Africa: a Comparative analysis of the public and private sectors. Human Resource management. 3(6),102-127.
Radrigo,E. (2013). Effects of Succession Planning Practices on Employee Performance. Journal of Human Resource management and applied sciences 4(6), 12-27.
Reed, E. (2005). Democratizing knowledge, Journal of clinical nursing (2005), 14,594-600.
Riggio, R.E. (2009). Transformational Leadership ( 2nd ed.) Mahwell, NJ: Lawrence Eribaum Associates.
Republic of Kenya (2012), Kakamega County Development Plan (2012-2017), Nairobi, Ministry of State for Planning, National development and Vision 2013.
Robbins, S.P., & Coulter, M.K.(2002). Management. Upper Saddle River, N.J: Prentice Hall.
Rothwell, W.J. (2005). Succession Management practices in Australian organizations, “International Journal of Manpower, 36(9).762-768.
Rothwell,W.J.& T.Taylor and P. McGraw,(2004) “Succession Management practices in Australian organizations, “International Journal of Manpower, 25(8), 741-758.
Salas, E., (2012), The science of Training and Development in Organizations: What matters in practice. Psychological Science in the Public Interest, 13(2), 74-101.
Servat,R. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122-133.
Stewart, J. (2010). The implications of talent management for diversity training: an exploratory study. European Journal of Training and Development, 34(6), 506-518.
Strober, M. H. (1990). Human capital theory: Implications for HR managers. Industrial 3(3), 34-56.
Schweltzer G. & Lyon. K.(2008). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506.
Shahzad etal,F. (2012). Effects of Succession Planning Practices on Employee Performance. Journal of Human Resource management and applied sciences 3(6), 60-78.
Sofat, S. (2012).Effect of Motivation on Employee Performance and Organization Productivity. Journal of applied management and applied sciences 4(5), 54-70 .
Sutrisno, M. (2007). Corporate Culture and Organizational Influenceiveness. A Study of the Nigerian Banking Industry. An Unpublished PhD Thesis of the Faculty of Management Sciences, University of PortHarcourt, Nigeria.
Taylor, T.. (2004). Succession Management practices in Australian organizations, “International Journal of Manpower, 25(8).741-758.
Thonhill,A. (2009). Research Methods and Techniques (2nd Ed.) pp.99-110). New Delhi: New Age Inter-national (P) limited.
Tunje, G.,S. (2014). Relationship between Succession Planning Practices and Employee Retention in Large Media Houses in Kenya.
Uha, M. I. ( 2010). The Relationship between reward and Employee Motivation in Commercial bank of Pakistan. Journal of international Studies 1 (14), 37-54.
Vande, W. (2003). Human Resource Management. (11th Ed.). Pearson International Edition.
Walker, J.W. (2001). Zero Defection. Human Resource Planning, 24(1),pp 6-8. Yukl, G.(2006). Leadership in Organization (6th Ed.). Upper Saddle River, NJ: Prentice Hall.
Wellins,K. Smith,D. & Euker, G.(2009). Talent management in the public sector. Ashridge Talent management in the public sector. Ashridge Business School Workforce Management, 88(11), 37-39
William N. & Cassack,S (2003) . improving on- the- job training San Francisco Jossey Bass Publishers 2003.
Rothwell, W.J. (2005), Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, New York AMACOM.
Yalcin,E.S., Akbay, B.E., & Oral , T. (1994) Building reading proficiency : an integrated skills approach. Istanbul; Bogazici UniversitesiVakfi.
Yin, R.K ( 2008). Case study research, design and Methods ( 2nd Ed.) Sage Publication inc.
Zahaliza ,M .& Mayer, F. (2011) Management Theory and Practice. (6th Ed.) Thomson Learning.
Zhang, R., Zuckerman, J. H., Giller, C. A., & Levine, B. D. (2010). Transfer function analysis of dynamic cerebral autoregulation in humans. American Journal of Physiology-Heart and Circulatory Physiology, 274(1), 233-241
Zogorsek, H. Dimovski, V. & Skerlavaj, M. (2009). Transactional and transformational leadership impact on organizational learning , Journal for East European Management studies, Chemnitz: 14(2),144-155
Zulgurnam,A. Babak,H. Saira M.& Sheikh, M.(2014). Impact of succession planning practices on employee’s performance in commercial Banks of Pakistan. International Journal of Scientific Research and Modern Education 4(2), 114-125
DOI: http://dx.doi.org/10.61426/sjbcm.v5i4.955
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.