Masinde Muliro University of Science and Technology (MMUST) is one of the institutions that sponsors its administrative staff to a variety of trainings, including on-job training programs. The university’s Human Resource Development (HRD) policy of On-Job Training (OJT) aims at ensuring that staff can cope with the dynamics of a competitive higher education environment. Like most public universities, once trained, an employee would require to be placed in a job that requires the newly acquired knowledge and skills. However, in most organizations, non-placement of trained employees persists. This phenomenon leads to high turnover as they leave to look for positions that suit their training elsewhere. Those employees that do not leave may under-perform due to a feeling of under-utilization or non-recognition. This paper is an investigation into the frequency of OJT in the institution and how this relates to individuals’ current jobs as well as transformation to their future appointments and promotions. The study employed a case study design and targeted 149 administrative staff. Since the target population was small, census sampling approach was used thus it formed the sample size. Data was collected using structured questionnaire and an interview schedule. Qualitative data was analyzed thematically while quantitative data was analyzed descriptively using percentages and frequency distribution techniques. The results revealed that most staff often attend OJT and indicated quite a number having received training while on their current job.
Keywords: Behaviour change., Knowledge, Non-placement, On Job Training, Performance, Skills
