Influence of training and development strategies on performance of employees in pension scheme providers in Kenya: a case of nssf western/nyanza region

Abstract

Worldwide older persons are regarded as vulnerable group, hence are in dire need of government attention. Various efforts by various successive regimes in the country to address the needs of older members of the society have proved abortive. NSSF was established to provide basic financial security benefits to Kenyans upon retirement. With increase in private pension providers, there is need for efficiency in service provision and need for adoption of technology in running the activities at NSSF, the fund has had a challenge of automating payment of members contribution, providing timely feedback and lack of online processing of members retirement benefits which are attributed to low skills and knowledge endowment among the staff at NSSF. Therefore, the purpose of this study was to establish the influence of training and development strategies on performance employees in pension schemes providers at NSSF western/Nyanza region. The study specific objectives included: To establish the influence of training needs assessment on performance of employees in pension schemes providers at NSSF western/Nyanza region, to determine the effect of methods of training and development adopted on performance of employees in pension schemes providers at NSSF western/Nyanza region, to examine the impact of training and development evaluation on performance of employees in pension schemes providers at NSSF western/Nyanza region. The study was guided by human capital theory, diffusion innovation theory and resource based view theory. The study adopted in a correlational research design. The target a population was 100 staff working at NSSF branches in western part of Kenya in different cadre. Census method was applied to pick a sample size of 100 respondents who were issued with the data collection instrument. Pilot results showed reliability test of a Cronbach’s Alpha coefficient between 0.902 and 0.954. Validity was established through expert review. The findings revealed that training needs assessment, training methods adopted and training and development evaluation account for 56.3.8% (R2 =0.563, p=0.000) variation in employee performance at NSSF western/Nyanza region.. It was further revealed that dimensions of training needs assessment (β = 0.268, p= 0.010), methods of training and development adopted (β =0.091, p = 0.425) and training and development evaluation (β = 0.379, p= 0.005) were significant predictor of employee performance. The study concludes that training needs assessment and training and development assessment were the main predictors of employee performance at NSSF Western/Nyanza region. Therefore, the study recommended to the management NSSF Western/Nyanza region to lay more emphasis in training needs assessment and training and development evaluation to enhance employee performance through training and development.