Beatrice Wangui Mugo, Dr. Mary Omondi


State Corporations in Kenya have been performing abysmally due to ineffective leadership, governance, and management practices. The general objective of this study was to establish the influence of training practices on employee performance in Kenya Electricity Generating Company Limited in Kenya (KenGen). Specifically, the study sought to assess the influence of training content on employee performance in Kenya Electricity Generating Company Limited and to establish the influence of training delivery methods on employee performance in Kenya Electricity Generating Company Limited. The study adopted descriptive research design. The target population (unit of analysis) was comprised of Kenya Electricity Generating Company Limited Nairobi Branch, while the top management, middle management level and lower cadre employees who were the respondents (unit of observation) were 525 number. The study used stratified random sampling method to select 204 respondents. The study relied on primary data collected through the use of semi structured questionnaires. Data was then presented in a tables, bar charts and pie charts. The study also conducted pilot study to test the validity and the reliability of the data collection instrument. All the study variables had a Cronbach’s Alpha value of greater than the 0.7, hence the instrument was reliable, while the constructs were valid in terms of convergence validity with factor loadings of more than 0.5. The study used both descriptive and inferential statistics for data analysis with the aid of Statistical Package for Social Sciences (SPSS version 25). Descriptive statistics such as mean, standard deviation, frequency and percentages were used in this study. In relation to inferential statistics, multiple linear regression analysis was done. The model was found to be statistically significant (p < .05) with a goodness of fit of 57.6%, thus 57.6% of the variation in Employee Performance was accounted for by the independent variables Training Content (p=0.000), Training Delivery Methods (p=0.000) had positive relationship with Employee Performance which was statistically significant. One unit increase in Training Content positively increases employee performance by .326 units, while one unit increase in Training Delivery Methods positively increases employee performance by .225 units. Further research could be carried out to discover other factors which were not considered in the study but affected Employee Performance.

Key Words: Training Practices, Training Content, Training Delivery Methods, Employee Performance, Electricity Generating Company Limited

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