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Effect of Training Programs on Organizational Performance of Meru County Government, Kenya
(Journal of Human Resource & Leadership, 2025-07) Ireen, Mung’athia Mukiri; Nancy, Rintari; Fredrick, Mutea
The purpose of this study was to examine the effect of training programs on the organizational performance of Meru County Government, Kenya. The study adopted a descriptive research design, which enabled assessment of the characteristics of the population. The target population comprised 33 senior-level managers and 677 middle-level employees in 11 departments of the Meru County Government. The study used the purposive sampling method to sample 11 CECs, 11 directors, and 11 administrators, while the simple random method was used to sample the middle-level employees’ sample size. In determining the sample size of the population, the Yamane formula was used to arrive at the sample of 251 middle-level employees. The middle- level employees answered the questionnaires, whereas the senior-level management was interviewed. A pilot study was conducted in the Tharaka Nithi County Government. Additionally, the Cronbach alpha method was used to measure reliability. The study assessed content and criterion validity. SPSS software version 24 was used to analyze descriptive statistics such as frequencies, percentages, and means. Additionally, inferential statistics such as model summary and ANOVA were developed, as well as regression coefficients to determine the model of the study. The correlation coefficient for training programs was r = 0.501 at α < 0.002 and a 99% significance level, which enabled the study to reject the null hypothesis. It was concluded that training programs were vital towards enhancing the performance of the county government. Their contribution made it possible to transfer skills and knowledge from the management to the staff within reasonable time and environment. The skills transferred enabled them to remain relevant in their industries and professions. That notwithstanding, the number of trainings offered to the staff was still few as compared to the training needs placed by business demands. The study recommends the need for the county government leadership develop an adequate policy framework that would increase the budget allocated to training and development programs that can support employees. Additionally, the departmental managers should encourage the employees to collaborate with their colleagues in gaining peer-related training on operations. The employees are also encouraged to develop proactiveness with regard to seeking information and knowledge from the internet and other external sources so as to become innovative in their roles. They do not necessarily have to wait for formal training in the county government to take place to gain work-related insights.
Influence of Employee Training on Service Delivery in Meru County Government
(Academic pubs, 2025) Mary, Mwiki Mukiri; Fredrick, Mutea; Nancy, Rintari
Despite various service delivery improvement strategies employed in Meru County Government, service delivery quality remains a persistent challenge, affecting citizen satisfaction and public trust in government institutions. The county has witnessed increasing citizen complaints regarding slow service delivery, inadequate service quality, and limited responsiveness to public needs. While employee training is widely recognized as a crucial approach to service delivery improvement, its implementation in Meru County has been limited by factors such as inadequate training needs assessment, insufficient budget allocation, and lack of systematic training evaluation mechanisms. The purpose of this study was to examine the influence of employee training on service delivery in Meru County Government, identify challenges faced, and propose policy recommendations aimed at improving public service delivery through enhanced training programs. The study was anchored on the Human Capital Theory advanced by Gary Becker in 1964. The study adopted a descriptive survey design targeting 150 county staff members. Using Slovin’s formula at a 5% margin of error, a sample size of 109 was determined through random sampling. Data was collected using structured questionnaires and analyzed using SPSS with descriptive and inferential statistics including Pearson’s correlation, coefficient of determination, and multiple regression analysis. The study achieved an 84.4% response rate. Results revealed that employee training significantly influences service delivery outcomes (β = 0.342, p = 0.001), with training explaining 68.1% of the variance in service delivery outcomes (R 2 = 0.681). Employee training emerged as a fundamental driver of successful service delivery in Meru County Government. Regular training programs effectively enhance technical skills and competencies, particularly improving service quality and efficiency. The study recommended that Meru County Government should strengthen its employee training framework by establishing comprehensive training policies, systematic needs assessment mechanisms, competency-based development initiatives, and training evaluation systems that measure impact on service delivery outcomes.

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