REASERCH PROJECT

TITLE: EMPLOYEE TRAINING AND ITS

EFFECTS ON THE PERFORMANCE OF AN ORGANIZATION

CENTRE CODE: 602103

CANDIDATE NAME: FURUKHA N. MIRIAM

INDEX NO: 6021030143

PAPER CODE: 2908/308

SUPERVISOR: MR. CYRIL NGANGA

PRESENTED TO: KENYA NATIONAL EXAMINATIONS COUNCIL FOR

FULFILMENT FOR THE AWARD OF DIPLOMA IN HUMAN RESOURCE

MANAGEMENT

SERIES: NOVEMBER- DECEMBER 2021

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 DEDICATION
I wish to dedicate this project to my family members, relatives and friends for the support they gave
me throughout the study. God bless them all

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 ACKLOWLEDGEMENT
I wish to acknowledge my God for giving me health to undergo this project.

I would also like to thank my family for their support for social, financial and emotional support for
the whole period of project study.

I would like to express my sincere gratitude to my supervisor Mr. Nganga Cyril for his guidance and
support encouragement and constant supervisor which was very important to me. It is so grateful to
meet him as supervisor.

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 DECLARATION
I declare that this is my original work which has never been submitted to Kenya National Examination
council by any candidate concerning discipline.

Name of the candidate: Furukha N. Miriam

SIGNATUTE -------------------------------------- Date----------------------------------------

Name of the supervisor: Mr. Nganga Cyril

Signature-------------------------------------------Date……………………………………………

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 ABSTRACT
This is a section where the candidate will summarize the entire chapter from chapter one which
comprises the introduction. Introduction has other subtitles which include background information
which the researcher will tell more about trade project title. Statement of the problem will entails
researchers aim, purpose of research study is where the researcher would provide the reasons towards
any given title established. However there is also research study, research questionnaires and research
assumptions. Finally it also includes significance of research study scope and limitations of the
research study and definition of terms.

The candidate will also summarize on the literature review which includes: introduction where the
researcher will explain the meaning of literature review according to trade project, previous studies
which the researcher will identify important information applicable to a given problem and finally
conclusion of the literature review.

Further the candidate will also summarize on the research methodology and under it there is
introduction which is the meaning of the methodology, research and sampling methods, data collection
and procedures and data analysis and procedures.

However the candidate would also summarize on data interpretation and presentation. Finally the
candidate will also give information on introduction effects, methods and relationships of the trade
project.

Finally the candidate will also summarize on summary, conclusion, recommendation and further
research study. In summary, the researcher will summarize all information of chapter four findings as
it will provide a clear overview about trade according to the research. Conclusions are those answers
obtained according to the summary so as to provide a clear meaning on field work. It will appear as a
solution to the problem of the researcher under recommendation these are researchers point of view
which can bring about future improvement and must bring about specific analysis. Finally, further
research study in the final area where the researcher may choose another tittle incase a chance to carry
out research is given and it will involve giving reasons why such title is important.

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 TABLE OF CONTENTS
CONTENTS PAGE
DEDICATION 2
ACKNOWLEDGEMENT 3
DECLARATION 4
ABSTRACT 5
TABLE OF CONTENTS 6
CHAPTER ONE 9
1.0 INTRODUCTION 9
1.1 BACKGROUND INFORMATION 9
1.1.1 HISTORICAL BACHGROUND OF COUNTY GOVERNMENT OF 10
BUNGOMA
1.1.2 ORGANIZATION STRUCTURE OF BUNGOMA COUNTY 11
1.2 STATEMENTS OF PROBLEM 12
1.3 PURPOSE OF RESEARCH STUDY 12
1.4 RESEARCH OBJECTIVES 12
1.5 RESEARCH QUESTIONNAIR E 12
1.6 RESEARCH ASSUMPTIONS 12
1.7 SIGNIFICANCE OF RESEARCH STUDY 13
1.8 SCOPE AND LIMITATION OF RESEARCH STUDY 13
1.9 DEFINITION OF TERMS 14
CHAPTER TWO 15
2.0 LITRATURE REVIEW 15
2.1 INTRODUCTION 15
2.1.1 SIGNIFICANCE OF LITERATURE REVIEW 15
2.2 PREVIOUS STUDIES 15
2.2.1 DEFINITIN OF EMPLOYEE TRAINING 15
2.2.2 BENEFITS OF EMPLOYEE TRAINING 16
2.2.3 CHALLENGES REALIZED 17
2.2.4 METHODS OF EMPLOYEE TRAINING 17
2.2.5 INTERNAL TRAINING / ON THE JOB PROGRAMMES 18
2.2.6 EXTERNAL TRAINING/OFF THE JOB PROGRAMMES 21
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2.2.7 PROCESS OF EMPLOYEE TRAINING 24
2.3 SUMMARY CHAPTER 25
CHAPTER THREE 26
3.0 RESEARCH METHODOLOGY 26
3.1 INTRODUCTION 26
3.1.0 IMPORTANCE OF RESEACH METHODOLOGY 26
3.2 RESEARCH DESIGN 26
3.3 TARGET POPULATION 27
3.4 SAMPLE DESIGN AND SAMPLING METHOD 28
3.5 DATA COLLECTION AND PROCEDURES 28
3.51 QUESTIONNAIERE 29
3.5.2 INTERVEWING 29
3.5.3 OBSERVATION 29
3.6 DATA ANALYSIS AND PROCEDURES 30
CHAPTER FOUR 31
4.0 DATA PRESENTATION AND INTERPRETAYION 31
4.1 INTRODUCTION 31
4.2 TO DETERMINE THE IMPORTANCE OF EMPLOYEE TRAINING ON THE PERORMANCEOFAN 31
ORGANIZATION

4.3 TO ESTABLISH THE TECHNIQUES OF EMPLOYEE TRAINING IN AN ORGANIZATION 33

4.4 TO FIND OUT THE RELATIONSHIP OF PERFFOMANCE 35
CHAPTER FIVE 36
5.0 SUMMARY CONCLUTION AND RECOMMENDATION 36
5.1 INTRODUCTION 36
5.2 SUMMARY 36
5.3 CONCLUTION 37
5.4 RECOMMENDATION 37
5.5 FURTHER RESEARCH STUDY 37
APPENDICES 38
APPENDIX 1 38
BUDGET 38
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APPENDIX 2 39
REFFERENCES 39

CHAPTER ONE
1.0 INTRODUCTION
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The research carried out a study on employee training and its effects on the performance of an
organization. An employee has been defined as any individual in an organization that is changed with
the responsibility to do respective job in an organization.
Training is the process that involves the acquisition of knowledge sharpening of skills, concepts, rules
and behaviors to enhance the performance of employees. However, employee training is where an
organization motivates its work in charge to perform certain activities through equipping them with
knowledge and skills on how to perform their duties.
Employee training is therefore important because if done effectively, it will lead to high production
where it will also lead to better salary and wage administration.
Introduction will compile what researcher will explain concerning chapter one. This will include
background information, statement of problem and the purpose of research study. Other than that the
researcher will also explain the objectives of study research questions and research assumptions.
The researcher will finally write on the significance of research study scope and limitation of research
study and definition of terms.

1.1 BACKGROUND INFORMATION

Employee training is one of one of the major responsibilities of the personal manager who should
ensure that the candidate selected is well skilled and knowledgeable in order to achieve the
requirements of the organization. These achievements will make an organization to grow and being
admired by other organizations.
According to Saleemi employee training is the process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules and behaviours to enhance the performance of employees to
achieve the set objectives.

1.1.1 HISTORICAL BACKGROUND OF COUNTY GOVERNMENT OF BUNGOMA

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In 1956 Bungoma became the headquarter of Elgon Nyanza District. Bungoma started as a town
council in 1973 as administrative center. The municipality in1973 by the being elevated to a
municipality in 1980 as administrative center .the municipal. The municipal council of Bungoma like
all other local authorities in Kenya is established under the local Government Act chapter 256 of the
law of Kenya. By 1977 the number of wards had increased to eight with a total land area raising the
municipal council of Bungoma later developed in county Government of Bungoma in march 2013
which heated by the governor as administrative center commercial activities being done which made
people to migrate from different places to Bungoma and to other places in search of employment. This
increased the population growth in Bungoma County.

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 1.1.2 ORGANIZATION STRUCTURE OF BUNGOMA COUNTY

GORVONOR BUNGOMA

COUNTY

MINISTER MINISTRY OF

HEALTH

CHIEF OFFICER MINISTRY OF

HEALTH

COUNTY HEALTH
ADMINISTRATIVE OFFICER

HUMAN RESOURCE PROCUREMENT FINANCE TRANSPORT

MANAGEMENT OFFICE OFFICER OFFICER
OFFICER

COUNTY NURSE LIASON

OFFICE

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1.2 STATEMENTS OF PROBLEM
Employee training is somehow making an organization to perform better. The researcher is
looking out the various ways on organization will put in place to ensure that every skills and
employee got use it maximally to perform a given job.

1.3 PURPOSE OF RESEARCH STUDY

Employee training deals with equipping an employee with knowledge and skills. The researcher
was to make this succeed by investigating the effects of employee training on the performance
to an organization.

1.4 RESEARCH OBJECTIVES

The researcher carried out the field study on employee training and its effects on the
performance of an organization at Bungoma county government.
During the field study, the researcher was able to come with the following objectives:
1. To find out the effects of employee training on the performance of an organization.
2. To determine methods of employee training on the performance of an organization.
3. To establish relationship between employee training on the performance of an
organization.
1.5 RESEARCH QUESTIONNAIRE
The study was carried out on employee training and its effects on the performance of an
organization at Bungoma County.
During the study, the researcher came up with the following questions:
1. What are some of the effects of employee training in an organization?
2. State the methods used by researcher to carry out the study?
3. Is there any relationship between your employees to the performance of the
organization?
1.6 RESEARCH ASSUMPTIONS
During the study conducted at Bungoma County on employee training and its effects on the
performance of an organization, it was observed that most employees were able to perform their
work effectively without supervision. Therefore we made the following assumptions:
Most employees were team working. It was realized as a result of increased production.

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 Most employees were motivated to perform any work it was as a result of flexibility in any
given assignment.
There was proper coordination between problem solutions and minimal complains.
There was good and clear communication between the employees in an organization.
That the organization plans use training programs in advance with the aim of achieving the
organizational objectives.

1.7 SIGNIFICANCE OF RESEARCH STUDY

The study was carried out at Bungoma County on the employee training and its effects on the
performance of an organization.
During the study the researcher came up with the following benefits:
It enabled employees to work perfectly hence increased their production at large.
Helped employee to identify problems and possible solutions was provided.
Equipped employees with skills and knowledge on how to perform efficiently in an
organization.

1.8 SCOPE AND LIMITATION OF RESEARCH STUDY

The researcher experienced the following limitations during the field study at Bungoma county.
Poor weather condition which was very hot and dusty this made the researcher very tired and
hence creating negative attitudes to undergo the whole research.

There was language barriers from the top management which made the researcher to obtain
inadequate answers for the questions.

There was also inadequate finance which hindered the researcher from moving from the place to
another to obtain enough information.
Poor infrastructure the means of transport could not move faster due to poor infrastructure
hence made the researcher to arrive late in the research field.
There was also limited time given and the work for research was too much this made the
researcher to be in hurry and did not obtain the required answers for some questions.

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1.9 DEFINITION OF TERMS
During the research the researcher identified the following terms.
Training- is the equipping employees with skills and knowledge in order for an employee to
use it to achieve the set objective
Recruitment: is the process of searching for prospective candidates and stimulating them to
apply for job in the organization.
Selection: Is the process of identifying the candidates from the recruited one in order to fill the
job vacant position.
Employee: Is a person who has been a task by his superior to perform it at an agreed payment.
Headquarter: Is the administrative center where all the authorities are derived from.
Governor: Is a county chair person

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 CHAPTER TWO
2.0 LITERATURE REVIEW
2.1 INTRODUCTION
Literature review was a scientific investigation about titles of research where the researcher was to
formulate and make notes by comparing a number of authors so that to develop and enhance complete
booklet.
The chapter highlights the literature review where the researcher obtained the information concerning
employee training he was to make final analysis on research work.
The chapter analyses the following areas introduction previous review and conclusion.

2.1.1 SIGNIFICANCE OF LITERATURE REVIEW

The researcher was able to come up with the following significant on literature review.
Literature review enables the researcher to obtain information from different background pertaining
employee training and its effects on the performance of an organization.
Literature review brings about development in a given area of specialization where the researcher was
to identify information and solve problems.
Literature review enabled the researcher to compare what another authors have commended in
employee training.
Literature review enables the researcher to make comparisons towards any title for research.

2.2 PREVIOUS STUDIES

This was a section where the researcher analyzed employee training. The researcher was able to
compare information from other authors, from magazines, from internets and other sources which
brought about correct findings on employee training.

2.2.1 DEFINITION OF EMPLOYEE TRAINING

Basing to N.A Saleemi (2009) personnel management simplified defines employee training as the
process of increasing or equipping employee knowledge and skills of an employee for doing a
particular job.

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Other than Saleem Sharon J Kasire (2010) human resource management guides defines employee
training as a learning process that involves the acquisition of knowledge, sharpening of skills, concepts
and rules or charging of attitudes and behavior to enhance the performance of employees.

Besides that, M.C grow-Hill (1970) retail business management defines employee training as the
organization concerned
Furthermore the internet defines employee training as an organization activity aimed at imparting
information and instruction to improve the recipients.
Finally the daily Nation on 17th Monday defines employee training as a process of identifying and
developing the necessary knowledge and skills required for doing a job, meeting complaints
conditions of performing future responsibilities.

2.2.2 BENEFITS OF EMPLOYEE TRAINING

According to N.A Saleemi (2009) personal management simplified identity benefits of employee
training as training raises the efficiency and productivity of managers and this leads to more
production and profit for the employer. It also improves performance of workers due to their
motivation.
Training reduces expenditure on supervision as trained employees take more interest in the work and
need limited supervision and guidance to facilitate the introduction of industrial democracy.
Basing on mc grow hill (1970) retail Business management outlines the benefits of employee training
that reduces accidents as trained employees work systematically and avoid mistakes in the work
assigned.
Training Improves the quality of production. It also reduces the volume of spoiled work and wastage
of all kinds i.e. time. This reduces the cost of production along with improvement in the quality.
Training develops positive attitudes towards work assigned and thereby creates interests and
attractions for the job and the work place and also raises the moral of employees.
On the other hand, internet www.co.ke, outlines the benefits of employee training as training brings
stability to labour force by reducing labour turnover among managerial personnel. It is rightly
observed that nothing blinds the entire workforce to the company as effectively as opportunities to be
trained especially on skills beyond their daily operations.
Training facilities the introduction of new management techniques and also new production
techniques including automation and computer technology.
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 Training provides opportunities for quick promotion and self-development to managers and also
provides attractive remuneration and other monetary benefits to employees.
Training creates a feeling of confidence in the minds of employees. It gives personnel safety and
security to them at the work place. Due to training managers can motivates their subordinates and get
the things done as per the requirement of the organization.

2.2.3 CHALLENGES REALISED

The researcher analyzed the challenges different authors gave on employee to C.H north cott
\2oo7/personnel management simplified, states that employee training may lead to low production
because some employees when they go for training become more boastful hence forgetting their
responsibilities.
Furthermore N.A Saleemi 2009 salesmanship and sales management simplified, states that employee
training may lead employees to have more powers than their senior or managers.
Finally the daily nation 18 Wednesday states that employee training will lead to conflicts since those
trained will want promotion every now and then which the management will not allow .This will then
lead to conflicts.

2.2.4 METHODS OF EMPLOYEE TRAINING

The section pertains various methods of employee training as written by different
According to N.A Saleemi 2009 personnel management simplified, employee training
Methods are categorically stated in two ways i.e. internal or on the job programmers and external or
off-the job programs as illustrated in the training structure below.

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 METHODS OF TRAINING

INTERNAL TRAINING / OF THE JOB EXTERNAL TRAINING / OF THE

PROGRAMMES. JOB PROGRAMMES.
1. Orientation/induction training 1.Management institutions
2. On the job coaching 2.Conferences and seminars
3. Understudy assignment 3.Case studies
4. Apprenticeship training 4.Role playing
5. Delegation 5.Simulation
6. Promotions and transfers 6.Management games
7. Refreshers training or retaining 7.Brainstorming
8. Job training 8.Sensintivity training
9. Vestibule training 9.Assertiveness training
10. Job rotation 10.Transaction analysis
11. Assistants to positions
12. Committee or board membership
13. Project assignment

2.2.5 INTERNAL TRAINING/ON THE JOB PROGRAMMES

Internal training is a method of training which is offered with the absence of professional bodies who
provides management training. The method includes the following, 1.Orientation/induction
training
It is meant for new employees and its sole object to adapt them to the specialized job requirements and
work method of the enterprise In other words, induction training is the inducing the organization to a
newly appointed person.
The purpose of induction is to give bad eye view of the organization where the workers have to work
over a long period. It’s given immediately after joining in the minds of newly appointed employees.
This was according to N.A Saleemi 2009 principle of management simplified.
2. On the job coaching
This is a method by which the superior teaches job knowledge and skills to the subordinate manager,
briefs the trainee executive about what is expected of him and how it can be done. The method is also
known as learning by doing learning by doing the method motivates the trainee and there is adequate
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scope of using his knowledge and skills during the training. To achieve this supervisor have to adopt a
positive approach in the coaching process and try to help the subordinate in achieving self-
development.
On the other hand, the method has a limitation such that the trainees’ manager cannot develop much
beyond the limits of his own superiors’ abilities. This was illustrated by the handout 2-1-1 John
3. Understudy assignment
Under this method certain persons is specifically designed to take up the position of the superior after
completing training with his superior. The method has the following significances
Understudy is a practical method as it emphasis on learning is doing. It also relieves the superior from
some of his duties and responsibilities moreover it avoids serious limitations which includes,
competition to the organization if the superior suddenly leaves the job. The understudy will be able to
take his position.

Besides the advantage the understudy method has the disadvantages which include it leads to jealousy
and friction within the department. It may not also take adequate interest in his self-development
because of his self-development because of his superior section.
Lastly the competition for promotion is over when the understudy is designed. It was confined by the
Daily Nation 23rd February.

4. Apprenticeship training
It is one of the oldest training under it a worker is appointed as an apprentice, he is placed in under the
charge of a qualified senior worker. The apprentice learns the method of work by observing and
assisting his seniors i.e. electricians, craftsman usually learn their job through such training, this is to
the internet ki.ki.ki co.ke.
2 Refresher training

According to Edwin Flippo 2000 personnel management simplified, state the rapid scientific and
technological changes can make even the most qualified workers took absolute in course of time. The
purpose of this method is to refresh the professional skills, information and experience of persons
occupying important executives’ positions. It gives information about new development and
techniques to trainee and enable them use methods, techniques and procedure for raising efficiency.
The method is essential in that, it updates the knowledge and information of executives staff, it also

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helps the workers in learning methods an skills hence enabling them to refresh their memory of things
which they had learnt long time ago, it has led to creation of more jobs.

6 .Vestibule training

Basing on dale-Yoder 2003 human resource management states, vestibule means passage of the room
between the outer door and the interior of a building vestibule training therefore means organizing
training in an industrial plant to train new workers in specific skills so as prepare them to handle jobs
on the shop floor.

The method has advantages which include, it can be imported to a large number of workers without
affecting the work on the shop floor .The instructors are specialist in their job because they devote
their full time and attention to training and are not obliged to attend to shop floor duties. Trainee can
concentrate better on learning because ,they are away from noise and work pressure and shop floor,
also the time supervisor relieved the responsibility to train can attend to his main work more
efficiently.

7. Job rotation

Being the best method outline by the internet w.w.w co.ke. Here the manager set through different
jobs and departments on a coordinated basis the objective or job rotation is the employee to develop
through provision diversified training.

The method has the advantages which includes brings all departments on the same feeling as
executives more from one department to other for gaining different experiences. It also facilitates
interdepartmental co-operation new procedure and systems are introduced in different departments
along with the rotation of executives.

The method has the limitation which includes the work of department is affected due to frequent
changes of executives for training and experience purpose. The trainee manager finds it difficult to
adjust himself to his new bosses frequent changes of position of executive may affect their moral.

8. Delegation

According to Richard Calhoon (2006) personnel management states that delegation of authority to
junior executive is one of the most internal method of training and management. When the superior

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assigns certain responsibility to his subordinates feels important and also he is able to make his own
decisions without looking up for his supervisors.

9. Discussion

Discussion as a technique of training is used when employees are being urged to think about a
problem. When a firm is attempting to build moral and when employees are being trained for the
responsibilities on their position as outlined by Mr. Graw Hill (2003) retail and sale management.

2.2.6 EXTERNAL TRAINING/ON THE JOB PROGRAMMES

These are formal management training programme which can be run within organization by training
institutions to provide specific types of training. The various techniques of such training are as
follows:

1. Training by management institutions

This institution run training courses for graduates interested in management education and also
orientation programmes for existing managers from public and private sector enterprise note
and reading materials are supplied to candidates during such seminars and conferences.
Experts are invited for the conduct of such seminars and are certainly useful to managers for
exchange of views and updating their information as outlined from the internet w.w.w co.ke

2. Case study
According to christopherLongdell and Hervard law school state one of the training
management to executives. It is also known as learning by doing.
Case study is a written account ginning certain details of the situations in relation to specific
matter. Case study enables the trainee to pinpoint the problem. Identify and analyze the cause
and therefore suggest alternative solutions thereafter indicate which of the alternatives would
be under prevailing conditions.

3. Lecture
This is a method which allows training to be speeding accomplished especially with large
group of people. The speaker can easily adjust his speech to the time available and he also has
control of the subject he is lecturing. Training may bring delays in organization when

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 employees go for training the organization has to recruit other employees which is not
immediate.
Besides that the internet w.w.w co.ke states that employee training is an expensive process
since all material funds and other requirements are needed for training to be carried out.
A part from that the handout 2.1.1 Collins states that employee training brings about problems
as pertaining motivation of workers. Finally the journal explains that employee training may
bring about high fund used since the process requires more finance to achieve the required
objectives.

4. Brainstorming
Basing on Michael J. Julius (2009) personnel management simplified outlines brainstorming is
a problem solving techniques which consists of evaluation of ideas put forward by a group of
people who are convinced especially for this purpose. It facilitates a pooling of knowledge and
experiences of different people who are experts in their respective fields’ people who are
experts in their respective fields with a new to solving complex problems.
Brainstorming is highly useful technique of problem solving for the following reasons. It
encourages creative thinking among participants members look to brainstorming session with
enthusicim as they enable them to express themselves freely, deliberation are oriented to
problem solving and participants have a feeling of having contribution to decision making.

5. Conference and seminars

Lecture courses may be used to impart knowledge as also develop analytical abilities among
workers. Large enterprises may employ qualified of different categories of workes.
Depending officers for conferences and seminars is a method available for management
training. Conferences may be directed or guided or may be for consultation and finally for
problem solving. Seminars are similar to conference and are usually for one day or few hours.
Conferences provide on occasion for formal interchange of views among the employees of
different enterprises. Proposal developed by various speakers are thrown open for discussion
among the participants and a consensus is readied taking into account the various view point
expressed seminars and workshops provided by educational institutions and professional
bodies may also be great help in training of business personnel as outlined on interest
w.w.w .co.ke
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6. Role playing
According to N.A Saleemi (2009) personnel management simplified defines as a method of
human interaction which invoves realistic behavior in the imaginary situation. It is particularly
useful for learning human relations and leadership training. Its objective is to raise the ability
of trainee manager while dealing with others.
In role playing session, participants are assigned the role by turns while two or more trainee
enact the role assigned to them to others act as observer and critics. Techniques of management
development give opportunities to trainees to develop skills for using their education in actual
practice while facing the real situations. The video tape can be taken to enable the trainees to
see and study their performance for suitable fellow- up measures.
A major weakness of the role playing technique is that actual problem situation cannot be
easily created. There is often an element of drama rather than realism in such scenes. The
participants too may often overreact their roles as they are convinced that there is not going to
be any adverse fall- out in real terms. It is also time consuming and expensive.

7. Simulation
According to Richard calhoon92009) personnel management simplified outlined that an
executive or trainee is given practical training by creating environment which closely
represents the real situation at the work place. The situation is artificial that is identical with
the real one. This will make training effective as it is taken under a lot of tense situation.
It is possible to create such work environment with the use of computer and other techniques.
These methods of training can be used in the case of technical jobs pilots are given training by
this methods. It is a costly method but is necessary under certain situation. This method is not
used extensively in management development.

8. Sensitivity training
This method is also known as T.group.It involves interaction between members of small
informal or unstructured groups. The training has the following characteristics.
a) Smallness of size
This illustrates that the number in a group may be anywhere for a number of ten
members to twenty members.

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 b) A sense of formal agenda
The group does have a basic programme but it has no formal agenda and how they
should do it.

c) Article environment
An article environment pervades the group such that any social learners between
members are removed and they function informally un mindful of superior subordinate
relationship between them.

d) Leader role
It may be one or two trainer (leader) in the group but they do not provide much
leadership. They keep themselves loot from the interaction between group members
through them may from time to time, step into restore stability provided feedback,
make assignment and create learning situation. They also keep groups sessions in
control.

e) Group process
This is how group work and learn from experiences of working however group
processing may be destabilizing for certain participants who may consider kit to be
deprivation of other valuable privacy.
Group process criticizes sensitivity may cause a psychological imbalance in this case of
participants, the leader may force his own views on the participants. Finally it is
doubtful sensitivity training could lead to any real on the job improvement.

2.2.5 PROCESS OF EMPLOYEE TRAINING

It pertains how different authors give view on process of employee training. According
to Sharon J kisive (2010) Human resource management guide, states that employee
training process are needs assessment phases which identifying the gaps and the
training gap In the organization. Also implementation phase process, this is stage which
the training or development intervention are come out.
On the other hand N.A Saleemi (2009) salesmanship and sales management simplified
identities employee training process are design phase which the second phase involve
24
 designing a programme for intervention, required and the person to deliver the
strategies and where it will be carried out.
Finally the internal w.w.w .co.ke outlines the employee training process as mentioned
evaluating phase that is where the effectiveness of the intervention is measured. Careful
evaluating provides information on participants’ reaction to the program how much
they learned, whether the program improved the organizations effectiveness
information out of his phase allow managers to make better decision about various
aspects of the human resource Development process.

2.3 SUMMARY OF THE CHAPTER

Employ training improves the working of any given organization since they encourage
competition leading to large production. It also encourages team work in an organization, where
the workers co-operates in their assigned making the work more efficient leading to high
production hence better wage and salary administration.

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 CHAPTER THREE

3.0 RESEARCH METHODOLOGY

3.1 INTRODUCTION
The researcher explained methodology as scientific collection of information where researchers will
investigate solutions pertaining the title or research.
The chapter entails research design this is mechanisms that any researcher uses to collect information.
Population sampling procedures this is where the targeted population is achieved. Besides that is all
entails data collection instruments procedures this concerned how the researcher was able to combine
and obtain information pertaining research work. Finally data analysis procedures it’s a technique that
aims at giving the meaning of any given information collected.

3.1.0 IMPORTANCE OF RESEARCH METHODOLOGY

It enables researcher understand methods of collecting information within different environment. It

brings establishing instrument, procedure for conducting fieldwork where any feedback is applicable it
help any person to know difficult and challenge which can occur while carrying out research.

It brings about comparison between any activities taking place so that better decisions can be made. It
ensures a clear meaning at research if available among learners.

3.2 RESEARCH DESIGN

Design was a section where the researcher identifies and provides justification towards employee
training which was carried out at county government of Bungoma.
A research design is an arrangement of data collected for analyzing in the manner that enables an
organization achieves the relevant and required goals and objectives.
The research was important to both the learner and organization hence the researcher was able to
develop a design which was used to investigate information when finding answers. However research
design enabled the researcher to provide and obtain enough information pertaining the title employee
training. Furthermore, it enabled the researcher to apply different methods of research designs.

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The researcher used survey method where one can analyze any gathered information which will
facilitate easy decision making in any given organization or firm hence leading to achieve to achieve
the required objectives.

The research design is important since it shows relationship between variables. It enables the
researcher to establish relations between different variables. It enables the researcher to establish
relations between different information collected at Bungoma County. However it simplifies the
researchers work.

Research design also enable the researcher make decision pertaining various problems as well as
providing framework for planning and conducting research work. The researcher also used
experimental method where various individuals were analyzed towards any information given. The
researcher was able to obtain correct findings and that brought about efficiency and effectiveness.

3.3 TARGET POPULATION

Population is the total number of individuals available in a given organization of research. Target
population is where such individuals can be grouped into a particular number so as to give any
findings of research.

The targeted population at Bungoma county Government had a total of 1620 employees where the
researcher investigated and obtain information towards employee training. The researcher analyzed
various individuals from the management level where a few were selected to represent others. In this
case, the researcher was able to obtain enough information as well as saves time and other costs.
The researcher was able to combine the information collected from Bungoma County this was
investigated among various groups of individuals

Particulars Number of population Target population

Top management 20 5
Intermediate management 100 50
Middle management 500 200
Lower management 1000 400

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3.4 SAMPLE DESIGN AND SAMPLING METHODS
Sample is any fraction which can represent the total population in any given society. Sampling is the
method applied to collect the data to provide necessary feedback while conducting research.
According this method, a few units from the whole population are selected and the results obtained on
this basis of these a few units are generated for the whole population.
Under sampling designs, these are advantages of sampling methods include as only a small part of the
whole population is studied. It is cheaper to collect data the data are collected and analyzed more
quickly. This sampling saves a lot of time, since only a part of the population is to be studied, a good
quality of labour with better supervision can be provided and an investigation of small part of the
population gives us more detailed information.

The researcher used random sampling where a given population was selected so as to obtain answers
as pertaining employee training. The method was simple since it provided chances for all people to be
intervened at the organization.

Apart from that the researcher used stratified sampling. This is where when the inverse is not
homogeneous the population is divided into groups are as similar as possible. This method was
suitable since it enabled the researcher to analyze some individuals who were to provide correct work
in Bungoma County.

Besides that the researcher used systematic method of sampling which enabled the researcher to
outline some areas which were important to provide information usually it’s a step method of carrying
out research work in Bungoma county.

3.5 DATA COLLECTION AND PROCEDURES

This is where the researcher was able to formulate questionnaire about employee training Data
collection was where the researcher carried out the investigation so as to find out some solution
pertaining the employee training. Data collection methods and procedures were the method the
researcher used when collecting information.
The main procedure of researcher include: introduction letters from Sang’alo institute of science and
Technology to enable top management of Bungoma county so as to the responded as pertaining
research work.
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 During research, the researchers identified various data collection methods and procedures.
These include:

3.5.1 QUESTIONNAIRE

This is the section that enables the researcher to formulate questions pertaining the title of research.
Such questions enable manager or supervisor to give the finding questionnaires simplified the
researcher work.

3.5.2 INTERVIEWING
Interviewing is a technique where the researcher carries out conversation with other employees from
other departments so as to provide information and compute with those of questionnaires. This method
was beneficial in that lit enable the researcher obtain the most useful and beneficial answers.

3.5.3 OBSERVATION
Observation was an instrument where the researcher analyzed emerging issue available at Bungoma.
At this section the researcher make a comparison towards questionnaires observation and other
available findings. Observation brought about the significance of research where any meaning for the
variables was obtained.
During research at Bungoma County, the researcher formulates various questions. These include:
1. What is the name of your organization?
2. When was your organization established?
3. How many employees do you have in your organization?
4. State activities that your organization deals with?
5. Have you set rules and regulations to govern employees?
6. If yes highlight some of the rules and regulations that are available in your organization?
7. Who is in charge of employee training in your organization?
8. What factors brought about the location of your organization?
9. Define employee training?
10. Highlight the benefits of training in you?
11. Highlight factors you considered when establishing employee training within you?
12. State methods used in training employees in your organization?
13. What are the factors considered when establishing the above method?
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14. Highlight the challenges encountered during employee training in your organization?
15. Outline the mechanism normally used to handle or to manage the above challenges?
16. Outline factors considered when identifying employee training needs?
17. State the benefits of employee training needs in your organization?
18. State steps of employee training needs in your organization?
19. In your opinion comment on employee performance in your organization?
20. What are your future plans towards employees training in your organization?

3.6 DATA ANALYSIS AND PROCEDURES

Data analysis is where the researcher process information obtained from questionnaires, interviewing
as well as observation. The research analyzed objectives of research so as to compare any findings as
well as information.

The researcher employed coding methods where some numerical findings as well as other information
were determined to give the correct findings

The researcher was able to collect information using questionnaires and quantitative so as other
information was recorded among suitable diagrams, histograms, pie charts, bar lines, bar graphs and
tables

Coding method has its characteristics and principles. The main coding principle include electricity
code items or numbers should be arranged in such a way that must be possible to include new items if
needs dries.

Memorization coding method could be easy and possible to remember and understand the code
number.

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 CHAPTER FOUR
4.0 DATA PRESENTATION AND INTERPRETATION

4.1 INTRODUCTION

This chapter explains the researcher’s analysis which entails the finding and interpretation of data
obtained at Bungoma County. The chapter helps the researcher to explain every objective in various
simple diagrams so that the main significance was obtained.

Data presentation is the process of explaining any information in a given diagram, tables and other
important areas so that a clear meaning is enhanced.

Data interpretation is the process of presenting information in an orderly and interesting way after
analyzing all questionnaires and establishing relationships so that a meaning of the study is achieved.

It helps employees to improve on the performance due to work perfectly performed hence increased
their production at large.

It also helps employee to identify problems and possible solutions provided due to employee relations.

4.2 TO DETERMINE THE IMPORTANCE OF EMPLOYEE TRAINING ON THE

PERORMANCEOFAN ORGANIZATION

In this section the researcher analyzed the impact of employees training in an organization of
Bungoma County. During the research, the following importance was obtained:

 Career progression
 Improved performance
 Employee confidence
 Standardization
 Employee relations

Diagram 1. Of pie chart showing relationship between employee training and the performance of an
organization

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During research conducted at Bungoma County, it was realized that 7 respondence represented 36%,
10 respondence represented 47%, 14 respondence represented 72%, 16 respondence represented 97%
and finally 18 respondence represented 108 %.

Above all coding method is significant since it avoids ambiguity in description. This implies that
coding enables that a researcher or learner distinguishes various items without being interfered with
other factors.

Secondly, it minimizes the length in description since coding includes use of charts, graphs, pie charts.
It reduces the value of words to be used instead information can be presented in a chart.

Table 1 showing importance of employer training in an organization

IMPORTANCE FREQUENCY FREQUENCY DEGREE

%
Promotion and transfer 10 10 36%
Job training 10 20 108%
Role playing 5 30 72%
Project assignment 5 20 72%
Management Institutions 10 20 72%
Total 40 100 360%

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Diagram 2 showing a histogram representing importance of employee training

Importance of employee training

35
30
25
FREQUENCY %

20
15
10
5
0
C.P I.P E.C S.P E.R
IMPORTANCE

COMMENT

Based on research conducted at Bungoma County, it was evidence that the importance of employee
training was as follows: career progression 10%, improved performance 20%, employee confidence
30%, standardization 20% and finally employee relation 20%.

4.3 TO ESTABLISH THE TECHNIQUES OF EMPLOYEE TRAINING IN AN

ORGANIZATION

During research conducted at Bungoma County, the researcher came up with different views from the
respondents that helped the county to improve on its performance.

33
Table 1 showing the techniques of employee training.

TECHNIQUES FREQUENCY FREQUENCY FREQUENCY %

%
Promotion and transfer 10 17 48%
Job training 15 25 32%
Role playing 5 8 70%
Project assignment 10 17 95%
Management Institutions 20 33 115%
Total 60 100 360%
Diagram 2 for a bar graph showing the techniques of employee training.

Techniques of employees training

25

F 20
R
E 15
Q
U 10
E
N 5
Series 1
C
Y 0
r g g t
fe in in en on
I
ans ain lay nm tuti
N l tr tr le
p
sig sti
b s In
na Jo Ro ta t
% oti
o
jec en
r o em
om P ag
Pr an
M
TECHNIQUES

COMMENT

According to the research conducted at Bungoma County, the researcher came up with conclusion that
promotion and transfer 17%, job training, 25% role playing 8%, project assignment 17%. Nevertheless
33 % of the techniques were applied to management institution.

34
4.4 TO FIND OUT THE RELATIONSHIP BETWEEN THE PERFORMANCES OF AN
ORGANIZATION

This where the researcher was able to explain in a simple diagram showing the relationship between
employee training and the performance of an organization.

Table 1 showing the relationship between employees training

YEAR PERFORMANCE %PERFORMANCE PERFORMANCE

0

2001 30 15 36
2002 40 20 47
2003 60 30 72
2004 50 25 97
2005 20 10 108
Total 200 100 360
Diagram 2 for histogram showing the relationship between employees training

HISTOGRAM SHOWING THE RELATIONSHIP

F 35
R
E 30
Q
U 25
E
N 20
HISTOGRAM SHOWING THE
C 15 RELATIONSHIP
Y
10
I
N 5

% 0
2001 2002 2003 2004 2005
YEAR

COMMENT

Basing on the research conducted at Bungoma County It was realized that 15% of the performance
talked about employee training and the performance talked about the relationship of employee training
to performance of a firm, 30% was analyzed by others, 25% was analyzed by the top management on
the relationship between employee training while 10% middle management.
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 CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION

5.1 INTRODUCTION

The chapter was about summary where the researcher summarized findings obtained in chapter four
according to the objectives which were carried out at Bungoma County. Furthermore, the chapter also
entails conclusions which gave answers for the research work.

However, conclusions were obtained from summary, which enabled the researcher to come up with
required information as pertaining research work. Above all, the chapter also analyzed
recommendation which was a section where the researcher discussed the meaning of findings and
conclusions.

5.2 SUMMARY

This was able to give and summarize the information collected at Bungoma County. During research
conducted on the importance of employee training, it has analyzed that 10% represented increase in
career progression, 20% standardization. The researcher also realized that 72% represents employee
training and finally 72% also represents employee relations.

Basing on the research gain, the researcher observed that 17% of training techniques was promotion
and transfer, 25% job training, role playing 18% while project assignment institution 33% was
applied.

On the relationship between the employee and the performance of an organization, the researcher
conducted that 15% performance talked about employee training and the relation, 20% on relationship,
30% analyzed others 25% top management and 10% middle management.

36
 5.3 CONCLUSION

This is where the researcher will outline answers from the given research work. During the research on
importance of employee training, the researcher analyzed that 30% of employee confidence is the
most applicable in the organization.

It was also realized that most employees in Bungoma County were aware about the techniques applied
in an organization. It was seen where management institution was 33% and job training 25%.

It was again evidenced that in relationship between employee training on the performance of an
organization it is discovered that 30% performance in the year 2004 and 25% performance in the year
2004 employee were aware about good relation prevailing there.

5.4 RECOMMENDATION

This was a section where the researcher discussed meaning of findings as well as summary and
conclusion which explains the practical nature of research conducted at Bungoma County.

1. The government should provide employees with motivating factors hence leading to the career
progression in an organization.
2. The top management must create awareness among entire employees on employee training.
3. The organization should engage more of staff training in order to improve skills geared to service
delivery that results to achievements of the organization objectives.

5.5 FURTHER RESEARCH STUDY

This was a section where the researcher developed interest when carrying out research. Employee
recruitment is a technique concerned with selecting employees the best among the many participants.

The organization has long procedure of recruitment hence shying the participants.

However to acquire more employee the role of recruitment should not be strictly followed whereby
employee are selected according to the tribe.

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 APPENDIX 1
BUGDET

Is where the researcher determines all the expenditure incurred during the project.

PRACTICALS AMOUNT
Researching investigations 1000
Stationary 3000
Printing and binding 1500
Other expenses 500
Total 6,000

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 APPENDIX 2

REFERENCES

Is where the researcher states the literature review that enables the researcher obtains information from
different background pertaining employee training and its effect on the performance of an
organization? This includes:

1. Basing on N.A Saleemi (2009) personnel management simplified defines employee training as
the process of increasing the knowledge and skills of an employee for doing a particular job.
2. On the other handout 2-1-1 Collins states employee training as the direction or administration
of achieve the objectives of the organizational concerned.
3. Basing on the internet w.w.w co.ke defines employer training as an organized activity aimed at
impairing information and instruction to improve the recent.

39