No abstract

The study sought to examine the relationship between training strategy and employees’ performance at Kenya Power. The study was motivated by concerns on employee performance in the organization despite the consistent training practices that the organization undertakes to enhance employee performance. Descriptive research design followed by a quantitative approach was used. The target population was 300 employees drawn from energy transmission division of Kenya power. Using stratified sampling, the researcher selected 100 respondents who formed the study’s sample size. Primary data was collected through self-administered questionnaires’ while secondary data was obtained from KP’s official reports, journals and empirical studies linking training strategy and employee performance. A pilot study was undertaken to determine the validity and reliability of the research instruments. Data was analyzed using both descriptive and inferential statistics. The study findings indicated that there is a general acceptance that choosing an appropriate training strategy based on set performance standards of an organization has an overall influence on the performance of employees. The study recommended a need for organization to either re-examine the deficits in the training strategies in order to establish why maximum employee performance is not realized through training alone.

No abstract

The study sought to examine the relationship between training strategy and employees’ performance at Kenya Power. The study was motivated by concerns on employee performance in the organization despite the consistent training practices that the organization undertakes to enhance employee performance. Descriptive research design followed by a quantitative approach was used. The target population was 300 employees drawn from energy transmission division of Kenya power. Using stratified sampling, the researcher selected 100 respondents who formed the study’s sample size. Primary data was collected through self-administered questionnaires’ while secondary data was obtained from KP’s official reports, journals and empirical studies linking training strategy and employee performance. A pilot study was undertaken to determine the validity and reliability of the research instruments. Data was analyzed using both descriptive and inferential statistics. The study findings indicated that there is a general acceptance that choosing an appropriate training strategy based on set performance standards of an organization has an overall influence on the performance of employees. The study recommended a need for organization to either re-examine the deficits in the training strategies in order to establish why maximum employee performance is not realized through training alone. 

Kenya has many church denominations each with distinct approaches to Christian faith but guided by the common goal of service to God and humanity. The achievement of this goal is actualised through the principles of volunteerism and selfless giving. The volunteerism mentality and the need for employees to work on Sundays has profound impact on how professionals and other church workers are treated. The aim of this study was to establish the challenges that affect performance of church workers in Kenya. Specifically the study examined the various unconventional working conditions under which church workers perform and how these conditions affect their performance. This study used the case study research design. The Christ is the Answer Ministry (CITAM) was used as the case. The CITAM was purposively selected because it is one of the modern upcoming mission churches within a wider Pentecostal churches fraternity. The total population which comprises of all the staff members of CITAM headquarters was studied. The staff members include both the clergy and the professionals. Data was collected using questionnaires and interviews. Secondary data was also used. The data was then analysed using both qualitative and quantitative methods. The findings revealed that indeed church employees are expected to perform in unique working conditions including working over the weekends and long hours. Subsequently, there is a preference to recruit employees from the same church leading to faith based discrimination in recruitment. Based on the findings, it was recommended that there should be a balance between recruitment of the church members and members of other denominations but with the two thirds rule strictly adhered to. There also should be professionalism and that volunteerism should not be imposed. The non-members should not be required to work on Sundays or on the days when they should be worshiping in their own churches.