DIANA JELIMO KANDIE
A RESEARCH PROJECT SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE DEGREE IN BUSINESS MANAGEMENT OF MOI UNIVERSITY
This project is my original work and has not been presented for a degree in any other University. No part of this project may be reproduced without the prior permission of the author and or Moi University.
Diana Jelimo Kandie………………………..………………….. BBM/1082/04Signature Date
This project has been submitted for examination with my approval as University Supervisor:-
Mr. Yususf Kibet ……………………..………………………
Department of Marketing and
School of Business and Economics
This project is dedicated to my late parent and my brothers Felix Kandie, Daniel Kandie, Edwin, and Emeritus who basically sacrificed their lives to make certain that this project becomes a reality.
I wish to express my gratitude to my supervisor for not only reading and offering very incisive comments but also for their great patience with me. I highly appreciate his insight and guidance over this work and the encouragement he gave even when the going proved difficult.
I am also grateful to my lecturers in the School of Busines and Economics that laid the foundation useful in the writing of this project. Last but not least, my gratitude goes to my family who stood with me during the development of this project. Thank you so much for allowing me to appraise myself.
The purpose of this study was to find out the effect of on job training as a way of improving employees’ performance through the use of skills rather than rewards. The study was guided by the Expectancy Theory developed by Porter and Lawler. The objectives of the study were; to identify the factors that affect on the job training, to investigate how it is conducted and to examine its effects on employee performance. The study adopted a case study design. The study was done in Rift valley Bottler limited Eldoret. The target population was 445 employees. The study adopted simple random sampling technique. A sample of 165 respondents was selected.
Both secondary and primary data was collected. Secondary data was collected from the production records. Primary data was collected by use of questionnaires for the middle level employees and interview schedule was also used for the management. Quantitative data was processed coded and analyzed to facilitate answering the research questions. The frequencies were calculated for descriptive statistics. The results were presented in form of tables. Chi – square was calculated for the quantitative inferential statistics of the data collected.
The analysis indicates that 130 (78.8%) of the respondents said that a high rate of accidents determines to a large extent frequency of on-the-job training with 114 (69.1%) of the respondents citing high employee turnover. In addition, 70 (42.4%) of the respondents argued that on-the-job training has improved employee performance. The study recommends that training needs assessment be tied to the Organizations Performance and Results Act (OPRA). The training needs of individual employees should be assessed within the context of the organization’s strategic goals to ensure employees’ performance competency and development.
TABLE OF CONTENTS
TABLE OF CONTENTSv
LIST OF TABLESix
LIST OF FIGURESx
LIST OF ABBREVIATIONSxi
OPERATIONAL DEFINITION OF TERMSxii
1.1 Background of the Study1
1.2 Statement of the...