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EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE: A CASE STUDY OF UNITED NATIONS SUPPORT OFFICE FOR THE AFRICAN UNION MISSION IN SOMALIA BY GITHINJI ANGELA UNITED STATES INTERNATIONAL UNIVERSITY SUMMER 2014
EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE: A CASE STUDY OF UNITED NATIONS SUPPORT OFFICE FOR THE AFRICAN UNION MISSION IN SOMALIA BY GITHINJI ANGELA A Project Report Submitted to the Chandaria School of Business in Partial Fulfilment of the Requirement for the Degree of Executive Master of Science in Organizational Development (EMOD) UNITED STATES INTERNATIONAL UNIVERSITY SUMMER 2014
ii STUDENT’S DECLARATIONI, the undersigned, declare that this is my original work and has not been submitted to any other college, institution or university other than the United States International University in Nairobi for academic credit. Signed:________________________ Date: _________________________Githinji Angela (ID 612882) This research project reporthas been presented for examination with my approval as the appointed supervisor. Signed:________________________ Date:_________________________ Nyambegera Stephen M, PhD Signed: _______________________Date:_________________________ Dean, Chandaria School of Business
iv ABSTRACT The purpose of this study was to explore the effects of training on employee performance among the international civil servants.The study was guided by the following research questions; What is the role of training on employee engagement?What is the role of training on employee motivation?What is the role of training on employee job satisfaction? A survey research design was used for this study.The survey design was appropriate for this study because it allowed investigation of possible relationshipsbetween variables as well as data collection from broader category and comparisons between variables.The study population was 144 staff of the United Nations Support Office for the African Mission in Somalia. A sample of 45 was drawn using random stratified sampling approach from a list of sample frame provided by the employee register at UNSOA. The data was collected by use of a questionnaire.The data analysis involved frequencies, means, percentages, analysis of variance and bivariate analysis in form of cross tabulations. The findings were presented using Tables and figures. On the role of training on employee engagement the study showed that in general training enhances employee engagement in change processes. As a measure of engaging in change process, the top level management and non-management management staff were more likely to be induced in taking new tasks after undergoing training compared to those in the middle level management. Similarly training most likely motivates the top level to be committed to taking initiatives in helping other employees. This case may not apply for the middle level management and the non-management staff. Secondly the study also