| dc.description.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 | en_US |
