On-The-Job Training Methods and Employee Performance of Cement Manufacturing Industries Listed in Nairobi Securities Exchange, Kenya

Abstract

The quality of an organisation's human resources is crucial to its success. Thus, every organisation must strive to enhance the quality of its employees. Employee performance in Kenya's cement manufacturing industry has been observed to be lower than expected, as highlighted by a study that focused on the industry's strategic management practices. Many employers need help identifying areas where workers lag for arrangements on programs geared towards improving their knowledge and skills. This research looked at how employee performance in Kenya’s cement manufacturing companies listed on the NSE was affected by on-the-job training techniques. Specific objectives determined the influence of coaching, apprenticeship, job instruction training, and job rotation on employee performance in cement manufacturing industries listed in NSE, Kenya. Examination of the relationship between on-the-job training techniques and employee performance in the industries was examined. The moderating effect of employee characteristics on the relationship between on-the-job training methods and employee performance was determined. The research hypotheses were drawn from the study’s objectives. The study was supported by four theories: adult learning theory, experiential learning, multiple intelligence, and social cognitive. The research adopted a correlational research design involving 1476 workers from cement manufacturing. The sample size comprised 443 employees selected using a stratified proportionate random sampling technique. Research ethics were observed during the research, and a pilot analysis was conducted before the study at National Cement Limited. This analysis assisted in testing the validity and reliability of the study instrument. Closed-ended questions from a structured questionnaire were used to collect primary data. Descriptive statistics (means, percentages, and frequencies) were utilized to analyse the collected data quantitatively, and correlation analysis was employed to draw conclusions. The results were presented using tables and figures. A simple linear and multiple regression model explains the association between target and predictor variables. The hypothesis was tested using Pearson moment correlation, while the general significance of the study model was tested using the F statistic at a 5% significance level. The study found out that coaching had a moderately good impact on worker performance, apprenticeship had the least positive correlation with employee performance among all variables under study, job instruction training had a moderate positive impact on employee performance while job rotation exhibited the highest positive correlation with employee performance. The study findings were significant to the Government, policymakers, human resource managers, Board of directors, human resource practitioners, management, employees, academicians, and other researchers.