Training and Development and Employee Performance in Kenya Wildlife Service, Nairobi Kenya
Joel, Oteke Erick
MetadataShow full item record
Kenya Wildlife Service is the only state corporation mandated by the government to conserve wildlife and its habitat. However, in the recent past, there has been an upsurge in the poaching of wild animals with the most affected being the rhinos and elephants. This has been attributed to various factors some of which include insecurity in the parks, inefficiency and low morale within the game department, partly due to low staff establishment especially the ranger cadre, coupled by improper training, overreliance of outdated weapons and technology, and inadequate support in conserving and managing Kenya’s wildlife. Although Kenya Wildlife Service has since increased its workforce establishment through recruitment of additional officers and employing modern technology and weapons to help in taming the poaching menace, staff up skilling has been on the down trend with most of the rangers obtaining only the minimum basic paramilitary training. This study aims at examining whether training and development significantly affects performance of employees at Kenya Wildlife Service. The general objective of the study was to examine the influence of training and development on employee performance in Kenya Wildlife Service. Specifically, the study examined the extent to which training method influenced performance of employees in Kenya Wildlife Service, the extent that training delivery style influenced performance of employees in Kenya Wildlife Service, the extent to which training needs assessment influenced performance of employees in Kenya Wildlife Service and the extent to which evaluation of training programs influenced performance of employee in Kenya Wildlife Service. The study employed the reinforcement theory, expectancy theory, social learning theory and goal setting theory. The researcher also used a descriptive research design. The population of interest was 488 staffs both uniformed and non-uniformed in KWS out of which a sample size of 169 staffs was used. During the study, a stratified random sampling technique was used out of which the target population were grouped into four main strata that included executive managers, middle level managers, supervisors and lower level staff cadre. The researcher used a structured questionnaire to collect data from the targeted respondents. The structured questionnaires were also tested for its reliability and validity before actual data was collected. The data collected was edited, coded and categorized then entered into the Statistical Package for Social Sciences (SPSS) for extensive research analysis. The data was analyzed using descriptive and inferential statistics. The descriptive statistics included frequencies, means and standard deviation while inferential statistics included correlation and regression analysis. Based on the findings it was concluded that training method, delivery style, need assessment and evaluation positively and significantly affect employee performance in Kenya Wildlife Service. This was supported by correlation and regression results which showed a positive and significant association between training method, delivery style, need assessment, evaluation and employee performance. The study recommended that the management of the Kenya Wildlife Services should provide their employees with additional training and development opportunities outside of the workplace. Aside from providing health and safety training, they should also provide staff with special training opportunities outside of the workplace. Kenya Wildlife Service trainers must also identify outcomes that trainees prefer in order to inform the type of training delivery style to be used to ensure the effectiveness of such trainings.