The Influence of Training and Development on Organizational Performance. A Case of Teachers Service Commission

Author: Eva Muthoni Karoki, James Kamau Waribu, & James Gathogo Mutua

Date: 2025

Abstract: Training and development had long been recognized as fundamental pillars of organizational growth and sustainability. In modern institutions, investment in human capital was viewed as a critical strategy for improving performance, enhancing efficiency, and ensuring long-term competitiveness. Training referred to the systematic acquisition of knowledge, skills, and abilities required for effective job performance, while development encompassed broader initiatives aimed at preparing employees for future responsibilities and leadership roles. Together, these interventions were believed to improve individual productivity and, by extension, organizational success (Harrison, 2020).The study was to investigate the influence of Training and Development on Organizational Performance. A Case of Teachers Service Commission. A descriptive research design was adopted, and primary data were collected using closed-ended questionnaires. The study targeted 812 employees of TSC employees, with a sample size of 96 respondents. Descriptive statistics such as mean and standard deviation was used for interpretation. Inferential statistics, and linear regression, were employed to determine relationships between the variables. The study's descriptive analysis revealed that performance recognition and rewards, workplace communication and involvement, and WLB initiatives were positively perceived by employees, with average mean scores ranging from 3.9 to 4.1. Inferential analysis showed significant positive correlations among these variables, with WLB initiatives having the strongest correlation with performance recognition and rewards (r = 0.772). It was concluded that study explored the impact of employee engagement strategies on performance at TSC, with keen interest on four key dimensions: training recognition and rewards, workplace communication and involvement, and WLB initiatives. The findings revealed that these engagement strategies significantly contribute to improved organizational outcomes, with workplace communication and involvement emerging as the strongest predictor. The results show that fostering recognition, open communication, and professional development enhances employee motivation, and overall productivity, leads to better performance. It is recommended that organizations enhance their training programs to help staff acquire the relevant skills for optimal performance. Leaders should implement career development initiatives, such as capacity-building and mentorship workshops tailored to employees' job responsibilities. Additionally, training opportunities should be easily accessible, relevant, and aligned with career growth paths to ensure long-term engagement and improved organizational outcomes

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