The Influence of Training and Development on Employee Performance: A Case of Somalia Non-Governmental Organization Consortium in Nairobi

Abstract

The purpose of this study was to determine the influence of training and development on employee performance. This study was guided by the following research questions: What is the influence of training and development on employee performance? What is the influence of employee perception on training and development programs in INGOs? What is the influence of training evaluations and employee performance in INGOs? This study adopted a descriptive survey research design. The population of the study was 67 INGOs working in Somalia but located in Nairobi. The study is a census, therefore all the 67 INGOs were sampled for the study. The study adopted a stratified sampling technique to respondents based on different job ranks. Primary data was collected using a structured questionnaire. Data was analyzed for descriptive statistics using frequencies and percentages, and inferential statistics using correlation and regression analysis. The Statistical Package for Social Sciences (SPSS) version 21 was used to do the analysis. The first research question on influence of training and development revealed the existence of a statistically significant relationship between training and development and employee performance. All areas examined under training and development including coaching and mentoring, job rotation and transfers, job orientation, and role playing were all significant The second research question on influence of employee perception on training and development programs revealed the existence of statistically significant relationship between employee perceptions and employee performance. Finally, the last research question on the influence of training evaluations and employee on employee performance revealed the existence of statistically significant relationship between training evaluation and employee performance. The study concludes that all components of training and development including coaching and mentoring, job rotations and transfers, conference training, and professional courses significantly influenced employee performance. This study also concludes that all components employee perceptions including perception on promotions, perceptions on work responsibility, skills and knowledge, were statistically significant. Finally, this study concludes that all components of training evaluations including competency evaluation, evaluation of training model, and skills and knowledge evaluation were all statistically significant to enhancing employee performance. On training and development, the study recommends that management at Somalia INGOs consortium should enhance coaching and mentoring programs as a way of enhancing employee performance. On employee perceptions, the study recommends that management should enhance job rotations and transfer programs within the organization as a way of motivating employees to learn new skills in challenging roles that not only enhance performance, but employee growth in their careers. Finally, on training evaluation, this srudy recommends that management at Somalia consortium should adopt competency based evaluation model to help organizations within the consortium evaluate both employee performance, behavioral traits and characteristics that enhance performance.