Effects of training and development on human resources development of Turkana county government, Kenya

Abstract

The County Government of Turkana, Kenya, has consistently prioritised staff training through a variety of interventions—including induction programmes, benchmarking exercises, exposure tours, and capacity-building workshops—to equip public administrators with the competencies needed for effective service delivery. However, the degree to which these training efforts translate into tangible improvements in employee performance remains insufficiently assessed, raising questions about their return on investment. This study investigated the influence of training on administrative performance, focusing on four key dimensions: technical skills, managerial competence, attitude change, and ethical conduct. The research was theoretically grounded in social capital theory, which emphasises the value of relationships and networks in improving organisational function, and human capital theory, which underscores the importance of knowledge and skill development in enhancing employee productivity. A descriptive cross-sectional design was adopted, targeting 102 county employees, from which a stratified random sample of 87 respondents was drawn. Data were gathered through structured questionnaires and interview schedules, with instrument reliability confirmed via a pilot study conducted in Trans-Nzoia County and a Cronbach’s Alpha threshold of 0.7. The drop-and-pick method supported efficient data collection, while SPSS version 27 was used for analysis through descriptive statistics and multiple regression. The results demonstrated that training significantly impacts employee performance across all four focus areas. Technical skills training improved task execution and service delivery; managerial training enhanced planning, leadership, and decision-making; attitude-based training increased motivation, accountability, and work commitment; and ethics training fostered professionalism and adherence to public service codes. Moreover, regression results revealed that organizational culture, institutional structure, and adoption of digital technologies also played a notable role in shaping performance outcomes. Descriptive statistics showed high mean scores and low standard deviations, indicating a strong consensus among respondents regarding the relevance of these training aspects. The study concluded that a strategically designed and well-aligned training framework is essential for enhancing administrative performance in the public sector. Based on these insights, it is recommended that the County Government of Turkana implement strategic workforce planning to better align training and recruitment with current and anticipated needs; regularly update training content to match evolving public sector demands; promote a high-performance culture anchored in innovation, accountability, and continuous learning; restructure organizational systems to foster agility in service delivery; invest in appropriate digital tools for effective public administration; and institutionalize ethics and integrity training to reinforce transparency and professional conduct. If adopted, these measures will enhance the efficiency and impact of training investments, leading to sustained improvements in employee performance and service delivery within the County Government of Turkana.