Training and Development on Employee Performance, A Case of Garissa County Referral Hospital, Kenya

Abstract

The primary objective of this research was to determine the impact of training and development on employee performance, using Garissa County Referral Hospital in Kenya as a case study. The researcher employed a cross-sectional descriptive survey design. The target population for the study consists of all staffs in Garissa County Referral Hospital. The target population was 445 health officers of Garissa County Referral Hospital in Kenya from where a sample population of 10% was obtained to have a sample size of 45 respondents. Data was collected using semi-structured questionnaires and gathered through a drop-and-pick approach. Qualitative data used thematic analysis while quantitative data was analyzed to produce descriptive and regression analysis produced inferential statistics. The study concludes that at 5^% significance level; skills acquisition has a significant positive effect employee performance in Garissa County Referral Hospital, Kenya (β= 0.522 p=0.002).training attendance has a significant positive effect employee performance in Garissa County Referral Hospital, Kenya (β= 0.459, p=0.003) and employee turnover rates have negative significant influence on employee performance in Garissa County Referral Hospital (β= -0.376; p=0.012) The study revealed that 58.34% of change in employee performance in Garissa County Referral Hospital is explained by skills acquisition, training attendance, and employee turnover rates; where employee performance in Garissa County Referral Hospital was significantly and positively explained by skills acquisition as well as training attendance and significantly and negatively explained by employee turnover rates. The study recommends for Garissa County Referral Hospital to; strength its skills acquisition policies and program to increase the way new skills are acquired by identifying new training programs relevant to their job responsibilities; ensure employee training attendance where employee should consistently attend these training sessions, and have policies for addressing employee turnover rates so as to reduce frequent resignation, high turnover and frequent departures and provision for mitigating high termination rates and impact of hiring of new employees.