Training and Development Strategies on Employee Commitment in Kenya: Quantitative Analysis Approach (Published)
Employee training is intended to provide an opportunity for advancement and may be perceived as the organization values their employees and their sense of self-worth, therefore will result to building a stronger affective commitment. Thus also resulting to a function of close psychological attachment to the organization and its goals, (McElroy, 2001). The purpose of this study was to analyse the effects of employee training and development strategies on employee commitment. The research hypotheses for the study were; Ho1 training and development opportunities have no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling. Data was analyzed using Multiple regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, training and development (β = 0.134, p<0.05) indicated that there was a significant positive correlation between employee training and development opportunities and employee commitment. This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital.
Keywords: Commitment, Development, Strategies., Training, and Public Organizations
MEASURING THE EFFICIENCY AND EFFECTIVENESS OF THE HUMAN RESOURCES TRAINING FUNCTION AT ORANGE JORDAN (Published)
The objective of this paper is to measure the effectiveness and efficiency of the human resources training function at one of the telecommunication companies in Jordan “Orange Jordan”. The target population for this study is 140 unit managers and their assistants at Orange Jordan. A total of 105 unit managers participated in the completion of questionnaires. Data analysis was done by factor analysis; explanatory and confirmatory data modeling and Cronbach’s alpha-values and practical significance by means of effect sizes. The findings of the study stipulate that the primary function of training department today is to ensure the implementation of the standards of effectiveness and efficiency to accomplish an organization’s goals and objectives. Using Training as a competitive advantage means analyzing the factors necessary for the organization’s long-term success. Areas such as training design, training processes, training policies, effective trainer, training strategies, training goals and objectives are essential to this concept. In order to formulate appropriate competitive advantage through the effectiveness and efficiency of the training function, it is first recommended to analyze the firm’s strategic needs. The training department should create a complete model of training function and a more coherent attempt must be made to improve the level of internal communication between the unit managers and their employees. This would create an environment within Orange Jordan that can promote mutual respect, trust and concern between management and employees.
Keywords: Effectiveness, Efficiency, Induction, Training, confirmatory factor analysis
TRAINING AND DEVELOPMENT STRATEGIES ON EMPLOYEE COMMITMENT IN KENYA: QUANTITATIVE ANALYSIS APPROACH (Published)
Employee training is intended to provide an opportunity for advancement and may be perceived as the organization values their employees and their sense of self-worth, therefore will result to building a stronger affective commitment. Thus also resulting to a function of close psychological attachment to the organization and its goals, (McElroy, 2001). The purpose of this study was to analyse the effects of employee training and development strategies on employee commitment. The research hypotheses for the study were; Ho1 training and development opportunities have no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling. Data was analyzed using Multiple regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, training and development (β = 0.134, p<0.05) indicated that there was a significant positive correlation between employee training and development opportunities and employee commitment. This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital
Keywords: Commitment, Development, Strategies., Training, and Public Organizations