An investigation of training methods used by parastatal organisations in Kenya a case study of Kenya seed company limited

Abstract

Thepurpose of the research was to investigate the training methods used by parastatal Organizationsin this case Kenya Seed Company Limited with headquarters in Kitale Towr, (Trans Nzoia District) with a view to. establishing the existence of the training methods in place, theireffectiveness and availability of a training policy and suggesting the way forward so far as capacity building is concerned. MostGovernment Departments and parastarals Jack training guidelines (DPM 2005) and this doesnotaugur on well in a fast changing environment. Kenya Seed Company Limited is o.ne of theparastatals under the Ministry of Agriculture and it is not different from ethers where trainingprogrammes are not properly in place; the world's business environment is fast changingwith increasing competition that trained human capital is essential to. meet global challenges.Thus the need to. identify training programmes in place at KSC Limited. The main objectiveosf the research W~~ to. find om the training policy of the organization; to. identify the trainingmethods used; to~~gate staf( incentives and invo.lvement in training within the organizationto. identify the indicators of training effectiveness and to. identify possible sorutions.Re\evant literature review was no under Iespecti. e objecti eDescript\ve I~'Md\ designwas used, 232 samples om of a popola1ion 665 were selected using stratified random samplingtechniques. Purposive and convenience sampling approaches were used to identify therespondents.Data was collected througb use of qnestioonaires, scheduled interviews and observations. Data was analyzed using descriptive statics ami presentation done using tables, piecharts and bar graphs. The researchrevealed that females are employed at Kenyaseed Company limited. Also, training methods in place .i.e, en the job and off -the-job arein place but not wen known to. employees the same to existence of training committees andguidelines. After training limited incentives are therefore given to. the staffs.It was concludedthat there is poor - - of policy, lack of incentivesafter tJaining and general! lack of prop« €OOfmnation on issues related to training. Therefore,the following recommendations ve been proposed, so as to. help meet the training needsof KSC engagement of a tra:iliing officer baring a training policy communication involvingall cadre of staff