Training and Development on Employee Performance, A Case of Garissa County Referral Hospital, Kenya

Hassan Kune Mire *

School of Business and Economics, Garissa University, Kenya.

Peter Butali Sabwami

School of Business and Economics, Garissa University, Kenya.

Joel Mose Ayora

School of Business and Economics, Garissa University, Kenya.

*Author to whom correspondence should be addressed.


Abstract

The primary objective of this research was to determine the impact of training and development on employee performance, using Garissa County Referral Hospital in Kenya as a case study. The researcher employed a cross-sectional descriptive survey design. The target population for the study consists of all staffs in Garissa County Referral Hospital. The target population was 445 health officers of Garissa County Referral Hospital in Kenya from where a sample population of 10% was obtained to have a sample size of 45 respondents. Data was collected using semi-structured questionnaires and gathered through a drop-and-pick approach. Qualitative data used thematic analysis while quantitative data was analyzed to produce descriptive and regression analysis produced inferential statistics. The study concludes that at 5^% significance level; skills acquisition has a significant positive effect employee performance in Garissa County Referral Hospital, Kenya (β= 0.522 p=0.002).training attendance has a significant positive effect employee performance in Garissa County Referral Hospital, Kenya (β= 0.459, p=0.003) and employee turnover rates have negative significant influence on employee performance in Garissa County Referral Hospital (β= -0.376; p=0.012) The study revealed that 58.34% of change in employee performance in Garissa County Referral Hospital is explained by skills acquisition, training attendance, and employee turnover rates; where employee performance in Garissa County Referral Hospital was significantly and positively explained by skills acquisition as well as training attendance and significantly and negatively explained by employee turnover rates. The study recommends for Garissa County Referral Hospital to; strength its skills acquisition policies and program to increase the way new skills are acquired by identifying new training programs relevant to their job responsibilities; ensure employee training attendance where employee should consistently attend these training sessions, and have policies for addressing employee turnover rates so as to reduce frequent resignation, high turnover and frequent departures and provision for mitigating high termination rates and impact of hiring of new employees.

Keywords: Employee performance, employee turnover, skills acquisition, training attendance


How to Cite

Mire, Hassan Kune, Peter Butali Sabwami, and Joel Mose Ayora. 2024. “Training and Development on Employee Performance, A Case of Garissa County Referral Hospital, Kenya”. Asian Journal of Education and Social Studies 50 (7):165-80. https://doi.org/10.9734/ajess/2024/v50i71454.

Downloads

Download data is not yet available.

References

Maity S. Identifying opportunities for artificial intelligence in the evolution of training and development practices. Journal of Management Development. Management and Labor Studies. 2019;44(3):248-262.

Karim MM, Choudhury MM, Latif WB. The impact of training and development on employees’ performance: An analysis of quantitative data. Noble International Journal of Business and Management Research. 2019;3(2):25-33.

Jeske D, Stamov Roβnagel C, Strack J. Training older workers: Resource‐oriented strategies. International Journal of Training and Development. 2017;21(2):167-176.

Niati DR, Siregar ZME, Prayoga Y. The effect of training on work performance and career development: The role of motivation as intervening variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences. 2021;4(2):2385-2393.

Sanyal S, Hisam MW. Impact of training and development on the performance of employees-A comparative study on select banks in sultanate of Oman. International Journal of Scientific Research and Management. 2018;6(03):191-198.

Abdi MA. The role of counter narrative in response to youth radicalization in Garissa Township Sub County, Garissa County, Kenya (Doctoral dissertation, Africa Nazarene University); 2021.

Ahmed AO, Keino D, Machoka P. Strategic leadership and performance of health care workers in the Northeastern Counties of Kenya. Journal of Human Resource and Leadership. 2022;6(4),

Atan T, Hamadamin HH. The impact of strategic human resource management practices on competitive advantage sustainability: The mediation of human capital development and employee commitment. Sustainability. 2019;11(20): 5782.

Grishin NV. Reinforcement theory and study of the impact of internet technologies on political participation of modern youth. Journal of Political Science. 2021;23(1):47-59.

Winterton J, Cafferkey K. Revisiting human capital theory: Progress and prospects. Elgar Introduction to Theories of Human Resources and Employment Relations. 2019;218-234.

Hung J, Ramsden M. The application of human capital theory and educational signalling theory to explain parental influences on the Chinese population’s social mobility opportunities. Social Sciences. 2021;10(10):362.

Arasanmi CN, Krishna A. Employer branding: perceived organizational support and employee retention–the mediating role of organizational commitment. Industrial and Commercial Training. 2019;51(3):174-183.

Aziz H, Anwar G. The role of training and development on organizational effectiveness. Ismael, NB, Othman, BJ, Gardi B, Hamza PA, Sorguli S, Aziz HM, Ahmed SA, Sabir,BY, Ali BJ, Anwar G. The Role of training and development on organizational effectiveness. International Journal of Engineering, Business and Management. 2021;5(3):15-24.

Tang KN. The importance of soft skills acquisition by teachers in higher education institutions. Kasetsart Journal of Social Sciences. 2020;41(1):22-27.

Fallucchi F, Coladangelo M, Giuliano R, William De Luca E. Predicting employee attrition using machine learning techniques. Computers. 2020;9(4):86.

Burhan Ismael N, Jabbar Othman B, Gardi B, Abdalla Hamza P, Sorguli S, Mahmood; 2021.

Gatuyu CM, Kinyua GM. Role of knowledge acquisition on firm performance in the context of small and medium enterprises in Meru County, Kenya. Journal of World Economic Research. 2020;9(1):27-32.

Lee LYK, Lam EPW, Chan CK, Chan SY, Chiu MK, Chong WH, Wu Mahmood, R Hee OC, Yin OS, Hamli MSH. The mediating effects of employee competency on the relationship between training functions and employee performance. International Journal of Academic Research in Business and Social Sciences. 2018;8(7):664-676.

Boakye KG, Apenteng BA, Hanna MD, Kimsey L, Mase WA, Opoku ST, Peden A. The impact of interpersonal support, supervisory support, and employee engagement on employee turnover intentions: Differences between financially distressed and highly financially distressed hospitals. Health Care Management Review. 2021;46(2):135-144.

Ali BJ, Anwar G. Employee turnover intention and job satisfaction. International Journal of Advanced Engineering, Management and Science. 2021;7(6):22-30.

Berndt AE. Sampling methods. Journal of Human Lactation. 2020;36(2):224-226.

Ball HL. Conducting online surveys. Journal of Human Lactation. 2019;35(3): 413-417.

Okunbo O, Oghuvwu ME. Firm size, age, and entrepreneurial performance. Accounting and Taxation Review. 2019; 3(2):49-56

Gicheru W, Makazi L, Chelimo M, Gachanja F, Ndegwa D, Miriti A, Gathama N, Kuria L, Mwangi N. Gender representation in leadership roles at the Kenya Medical Training College; 2024.Available:https://www.researchgate.net/publication/378429122_Gender_representation_in_leadership_roles_at_the_Kenya_Medical_Training_College

Joshi G, Dhar RL. Green training in enhancing green creativity via green dynamic capabilities in the Indian handicraft sector: The moderating effect of resource commitment. Journal of Cleaner Production. 2020;267: 121948.