Customized Training Practices and Job Performance at County Government of Nakuru, Kenya

Abstract

County governments in Kenya continue to experience persistent challenges in job performance within a dynamic and evolving administrative environment. Despite various initiatives aimed at improving public service delivery, operational inefficiencies remain a major concern, reducing both productivity and service quality. As a result, widespread administrative weaknesses continue to hinder effective job performance across the devolved units. The current study assessed the effect of customized training practices and job performance at county government of Nakuru, Kenya. The study was anchored on human capital theory. A descriptive research design was used. The target population included the 49 human resource officers working in various departments at County Government of Nakuru. A structured questionnaire was used in data collection. Both descriptive and inferential statistical methods were employed in data analysis. The Statistical Packages for the Social Sciences (SPSS) aided in the data analysis, and results were presented in tables. The study found positive and statistically significant relationships between customized training practices and job performance (r = 0.586; p = 0.000). The regression analysis showed that the coefficient of determination was R² = 0.343, meaning 34.3% of the variation in job performance was explained by these practices. There was a significant effect (t = 4.517; p = 0.000<0.05), implying that customized training practices influence the job performance at the County Government of Nakuru. The study concludes that customized training significantly enhances job performance by aligning learning with specific job roles, fostering technical competence, accountability, and innovation within the county workforce. It is therefore recommended that the County Government of Nakuru adopt a structured training policy guided by regular needs assessments to ensure continuous, evidence-based skill development aligned with departmental and organizational priorities.