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|Title:||The effects of training on employee performance: a case of Kenya Generating Company (Kengen), Kenya|
|Publisher:||of Kampala International University, School of Business and Management|
|Abstract:||This study assessed the effects of training on employee performance, a case of Kenya Generating Company (KenGen). The research was based on Douglas McGregors theory of human behavior, Theory X and Theory Y. The general objective of the research was to investigate the effects of training on employee performance. The specific objectives were; to determine the importance of employee training, to establish the factors determining employee performance, to establish ways to improve employee performance and finally to determine the relationship between training and employee performance. The scope of the study was KenGen central office Nairobi branch Kenya whose geographic location is in parklands. The time focus of the study was between 2000 - 2007. The respondents to this particular research were the management and employees of KenGen central office. The researcher used structured and unstructured questionnaires to collect primary data. The data was analyzed using statistical tools such as pie charts, table graphs, and bar graphs. Analysis of data was done by excel spreadsheet. The researcher used simple random sampling method to collect data from the target group. The findings of the researcher revealed that training plays a great role m employee performance which in that it ensures proper utilization of resources, gives the company a competitive advantage, employees improve their job-related skills, and finally it helps in motivating employees.The researcher recommended that management should encourage continuous and relevant training for the employees and management should always give there fbi! support in training program and increase incentives. She also recommended that management should ensure that training being the core of business progress, be supported fully by management in order to help in manpower planning and succession gaps. This will ensure that vacant positions are filled with candidates with relevant knowledge and skills. Another recommendation was that management should be carrying out training for staff working within its establishments on a regular basis because training is a paramount aspect of their performance and enable them to maintain their productivity stand|
|Description:||A dissertation submitted to the School of Business and Management in partial fulfilment of the requirement for the Award of a Bachelor’s Degree in International Business Administration of Kampala International University.|
|Appears in Collections:||Bachelor’s Degree of International Business|
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