TRAINING NEEDS ANALYSIS AND EMPLOYEE PERFORMANCE OF SELECTED MANUFACTURING INDUSTRY IN NAIROBI CITY COUNTY, KENYA

VUTAGWA VIVIAN, MULI JEDIDAH

Abstract


This study aimed to examine the effect of training needs analysis on employees’ performance on selected manufacturing industry in Nairobi City County, Kenya. To determine the effect of organization analysis on employees’ Performance in the selected manufacturing industry; to establish the effect of task analysis on employees’ performance in the selected manufacturing industry; to determine effect of person analysis on employees’ Performance selected manufacturing industry; to examine the effect of performance analysis on employees’ Performance selected manufacturing industry. The study was descriptive design. 594 manufacturing companies in Nairobi County were targeted. The sample for the study was selected using simple random sampling. The sample size used was 76 manufacturing firms. Data collection tool was structured questionnaires which collected both qualitative and quantitative data. Piloting was done to determine the validity and reliability of the study instrument. Analysis was done using SPSS (Version 20). Qualitative data was tested using content analysis. Additional information was provided using secondary data collected from documented data and reports. Descriptive statistics such as mean, std. dev. and percentages were used in analyzing collected data and the information was presented in tables and graphs. The relationship between the study’s variables was determined using correlation analysis. The study found that Organizational Needs Analysis positively relate with employees’ Performance in the selected manufacturing industry; Person Analysis positively relate with employees’ Performance in the selected manufacturing industry in Kenya; Work/Task Analysis positively relate with employees’ Performance in the selected manufacturing industry and Performance Analysis positively relate with employees’ Performance in the selected manufacturing industry. The study therefore recommends that the management of the organization should conduct organizational need analysis since it will enable the organization to identify problems or inefficiencies in the organization and therefore enable it to resolve the issues in the organization. The organization should conduct person analysis to help them identify individuals in the organization who should receive training and also determine the knowledge skills and abilities of employees to establish where their performance will be best in the organization. Management of the organization should also characterize workloads that result to interference of performance in order to attain general maximum utilization.

Keywords: Employee performance, Manufacturing companies, Organization analysis, Performance Analysis, Person analysis, Task analysis, Training needs analysis.


Full Text:

PDF

References


Abu Bakar, K.A (2015). The Study of Training Needs Analysis (TNA) Practice in Manufacturing Companies in Malaysia. Unpublished Thesis, Malaysia University.

Agyemang, C. B., & Ofei, S. B. (2016). Employee Work Engagement and Organizational Commitment: A Comparative Study of Private and Public Sector Organizations in Education Sector of Pakistan. Middle-East Journal of Scientific Research, 19(9), 1273-1278

Angela, G.(2014). Effects of Training on Employee Performance: A Case Study of United Nations Support Office for the African Union Mission in Somalia. Unpublished Thesis.

Appiah, C. 2017. Human Resource Strategies for International Growth. London: Routledge

Armstrong, M. (2016). Human Resource Management Practice (10th ed.). London and Philadelphi: Kogan page

Arrick, M. R. And Mount, M. K. (1991). The Big Five Personality Dimensions and Job Performance: A Meta-Analysis. Personnel Psychology, 44: 1–26.

Asare, K. (2016). Professional Skills in Human Resource Management, (2nd ed.). Asare-Bediako 7 Associate Limited: 277 Windy Hills.

Bee, F. & Bee, R. (2003). Learning needs analysis and evaluation, 2nd ed.London: Chartered Institute of Personnel and Development.

Cooper, D.R. & Schindler, P.S. (2014). Business Research Methods (10th ed). Boston, MA and Burr Ridge, IL: McGraw-Hill.

Deming, W. Edwards (2000). Out of the crisis (1. MIT Press Ed.). Cambridge, Mass.: MIT Press.

Ejakait, J.E (2016). Effects of Training Needs Assessment on Employee Performance in the Postal Corporation of Kenya, Bungoma County. Research on Humanities and Social Sciences, 6, (17),

Ferdinand, B. (2016). Management training needs analysis (TNA), Industrial and Commercial Training, 20(5), 27-31.

Hoffman, C.K & Medsker, K.M (2005). Instructional Analysis: The Missing Link between Task Analysis and Objectives. Journal of Instructional Development 6, (4), 17-23.

Huka, G.S., Mbugua, Z.K., & Njehia, B. (2015).Effects of Business Training Needs Analysis on Competencies of Trainees: The Kenyan Experience. IOSR Journal of Humanities and Social Science; 20(1), 76-85.

Ivancevich, J. (2016). Human Resource Management (8th ed.). Boston: Irwin McGraw –Hill.

Koech, H.K., & Nzulwa, J. (2017). Determinants of Staff Training Needs Analysis in Kenyan Manufacturing Firms: A Case of Kenya Tea Development Agency Limited. The Strategic Journal of Business & Change Management. 4, 2 (20), 337 – 360.

Koh , Y., Knauerhase,R., Brett ,P., Bowman ,M., Wen ,Z & Pu,C (2007). An Analysis of Performance Interference Effects in Virtual Environments. Retrieved from http://ieeexplore.ieee.org on31st /8/2017.

Mugenda, O.M., & Mugenda, A.G. (2003). Research Methods: Quantitative and qualitative approaches. Nairobi: Africa Centre for Technology Studies Press.

Myers, D. (2014). Human Resource Yesterday and Today: Beyond Hire and Fire. Alaska Business Monthly 21(September 01 2014), 90

Wasilu, S. (2015). A study of causes of poor Attitude to work among workers of both public and private sector organization in Bauchi state –Nigeria. International Journal of Academic Research in Business and Social Sciences,3(7), 143-152.

Whitney, G. S. (2016), Organizational analysis: Its application to performance improvement. Natl. Prod. Rev., 6: 168–176. doi:10.1002/npr.4040060209.


Refbacks

  • There are currently no refbacks.