Strategic Training Practices and Firm Performance among Human Resource Management Consultancy Firms in Nairobi Kenya

Douglas Gechungi Nyangeri and Dr. Andrew Kimwolo
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Douglas Gechungi Nyangeri: School of Business and Economics, Moi University, Kenya
Dr. Andrew Kimwolo: School of Business and Economics, Moi University, Kenya

International Journal of Research and Innovation in Social Science, 2024, vol. 8, issue 9, 1984-1994

Abstract: Firm performance is essential for competitiveness, but many firms struggle with executing functional strategies, resulting in poor outcomes. In a dynamic market, strategic training is critical to maintaining superior performance, especially with growing global competition. Despite significant investments in employee training, the effect of strategic training on firm performance among HR consultancy firms in Nairobi, Kenya, remains underexplored. This paper aimed to examine the role of strategic training practices in firm performance. The study examined the effects of employee motivation to learn, the impact of perceived supervisor support and the effect of employee training attitudes on firm performance in HR consultancy firms. The study was grounded on learning organization theory. An explanatory research design was adopted, utilizing questionnaires to collect data from 185 human resource management consultancy firms in Nairobi. The data was analyzed using descriptive and inferential statistical methods to draw meaningful insights. The study highlighted the crucial role of strategic training and employee commitment in enhancing firm performance. Additionally, motivation to learn, supervisor support, and positive training attitudes showed strong positive correlations with performance in Nairobi’s HR consultancy firms. The regression analysis indicates these variables explain 2.3% of the variance in firm performance (R² = 0.023). The motivation to learn (β=0.079, p=0.009), supervisor support (β=0.128, p=0.022), and training employee attitude (β=0.196, p=0.013) were found to be statistically significant predictors of firm performance. In conclusion, strategic training practices such as motivation to learn, supervisor support, and employee attitudes significantly enhance firm performance. The study recommends that HR consultancy firms in Nairobi prioritize fostering employee motivation through continuous professional development and training. Strengthening supervisor support via leadership programs and promoting positive attitudes toward training, aligned with employee career goals, will enhance both individual growth and firm performance.

Date: 2024
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