Training and Development and Staff Performance of the Public Utilities Regulatory Commission (Purc)

Abstract

This study was conducted to determine the effect of training and development on staff performance in public sector organizations using Public Utilities Regulatory Commission as a case study. Almost all organizations face one form of competition or another in the industry in which it operates. In the current knowledge-based society, employees’ skills and knowledge is highly regarded as a competitive advantage. For an organization to be dynamic, growth-oriented and proactive, it should train and develop its employees. A mixed method research design was used and a sample size of 67 respondents was covered. The study revealed that training and development of PURC workers were very importance. In addition, it was found that, there were same challenges confronting PURC in the cause of conducting training and development for its staff which include: lack of training needs analysis and assessment, lack of training policy, lack of funding and favouritism. It is therefore important for the Commission to consider training to be a continuous process, encouraging a learning culture, targeting the organization’s needs, tracking and measuring the results of T&D, improve finances, identifying the training needs, learning from other organizations and participating in seminars. It is also important to review the current drafted training and succession planning policy, strengthening Human Resources Unit to be solely responsible for the training and development, and proper training needs assessment.