Human Resource Training Process on Employee Performance in Trans Nzoia County Government, Kenya

Abstract

To develop the desired knowledge, skills and abilities of the employees, to perform well on the job, requires effective human resource training process that may also affect employee motivation and commitment. Human resource training process was defined as an activity or activities that include undertaking one or a series of courses to boost performance, productivity, skills, and knowledge. From this perspective, the study strove to examine the effect of human resource training process on employee performance in Trans Nzoia County government, Kenya The specific objectives of the study were; to determine the effect of training needs assessment on employee performance in Trans Nzoia County government, Kenya; to establish the effect of training programs design on employee performance in Trans Nzoia County government, Kenya; to assess the effect of training delivery approaches on employee performance in Trans Nzoia County government, Kenya; and to examine the effect of training evaluation on employee performance in Trans Nzoia County government, Kenya. The study was anchored on human capital theory, Institutional theory, the motivational theory and action theory. The study adopted a descriptive research design while adopting a census approach since the target population was considered manageable. The target population in this study was 145 respondents who were the senior and middle level staff of Trans Nzoia County government, Kenya. The research instrument for data collection was a structured questionnaire on a likert-scale. Data was analyzed with the help of statistical package for social sciences version 26, Analysis of Variances, Correlation and regression analysis tools were used to establish the relationship between the variables. The study established that training needs assessment (r = .850, β=.875, p<.001) had the largest significant effect on employee performance, followed by training evaluation (r = 817, β=.707, p<.001), training delivery approaches (r = .783, β=.673, p<.001) and lastly training program design (r = .589, β=.589, p<.001). The study concluded that contract management is a significant predictor of performance. The study's conclusions will be important to Trans Nzoia County government leaders, other Kenyan counties, corporate and public sector managers, and academics. According to the report, training needs assessment should compare expected and actual employee performance and follow county government requirements. It also proposed connecting training needs with job requirements and assessing Trans Nzoia County government employees' present competencies vs new work requirements. The report suggested integrating human resource training programs with county government needs assessment to enhance relevance and fill knowledge gaps. Before attending sessions, trainees should be informed of training objectives and the method should be tailored to meet them. Most respondents supported Trans Nzoia County Government's leadership decisions technique for training delivery, hence the study endorsed it. For effective training, the county government should hold more conferences, workshops, and mentoring programs. According to the report, county leadership should gather input before and after training to evaluate the program's value and influence on employee behavior, career growth, experience, and performance. Effective evaluation should focus on employee performance gains and help coordinate the training process.