Role of training needs assessment on the training outcomes in insurance sector in Kenya

Abstract

The study examined the role of training needs assessment on the training outcomes in the insurance sector in Kenya. A desktop methodology was used to carry out this study. This necessitated the use of secondary data obtained from publicly available sources such as published studies, reports, and statistics. This approach of data collection is used by many researchers since it saves time and lowers the cost of data collection. It is also quite reliable and has a wide variety of insights since it is compiled from well-known sources. The current study made use of online journals and libraries, both of which make secondary data readily available. The results revealed that there exist conceptual and geographical gaps relating to the study on the role of training needs assessment on the training outcomes in the insurance sector in Kenya. Most of the results from the empirical review revealed that the main role of training needs assessment on training outcomes is to ensure that the training programs implemented are effective, meet the employees’ needs and to improve the performance of the insurance sectors in Kenya. In addition, TNA enabled organizations to implement flexible, practical oriented training programs so as to keep the employees motivated. The results of the study will be of great significance to the management team of the insurance sector, since it will provide a good knowledge base on what training needs assessment involves and its role on training outcomes in the insurance sector in Kenya. Employees in the insurance sector will also benefit from the findings of this study since it will provide a well-detailed information on some of the employee needs that spearhead the implementation of training programs. The results of the study will also benefit the policymakers in the insurance sector by identifying the appropriate training needs assessment models that will improve the training outcomes of insurance firms in Kenya. Lastly, the findings of this study will serve as a foundation for literature review of researchers and academicians interested in carrying out a study related to these research topics.

Authors & affiliations

Ben Kajwang
Affiliation not supplied

Deposited references

Supplied references, not a list of publications citing this article.

DOI: 10.1007/s41133-019-0025-2

Alias, S. A., Ong, M. H. A., Rahim, A. R. A., & Hassan, R. (2019). The role of training design factors in influencing training effectiveness among public service employees. International Journal of Academic Research in Business and Social Sciences, 9(5), 898-913.

DOI: 10.33844/mbr.2017.60393

Aubret, A., Matignon, L., & Hassas, S. (2019). A survey on intrinsic motivation in reinforcement learning. arXiv preprint arXiv:1908.06976.

Bawa, M. A. (2017). Employee motivation and productivity: a review of literature and implications for management practice. International Journal of Economics, Commerce and Management, 12, 662-673.

DOI: 10.1037/apl0000142

DOI: 10.1080/02619768.2016.1246528

DOI: 10.2196/mhealth.9341

Ernawati, I. R., Retnowati, R., Hardhienata, S., Fitriana, O., & Kusdiwelirawan, A. (2021). Development of Web-Based Learning Cycle Base Experience Training Management Model. Review of International Geographical Education Online, 11(7).

DOI: 10.4324/9781315253671

DOI: 10.1108/IJPPM-06-2015-0082

DOI: 10.24297/ijrem.v5i3.3892

Holotiuk, F., Pisani, F., & Moormann, J. (2017). The impact of blockchain technology on business models in the payments industry.

Iwai, T., Kondo, K., Limm, S. J. D., Ray, E. G., Shimizu, H., and Brown, J. D. (1999). Japanese languageneedsanalysis.

Johns, A. (1991). English for specific purposes: Its history and contribution. In Celce-Murcia, M. (Ed). Teaching English as a second or foreign language (pp.67-77). Boston, MA: Heinle & Heinle.

DOI: 10.1037/apl0000241

DOI: 10.4135/9781473914957.n8

DOI: 10.1037/mot0000127

DOI: 10.1504/IJLC.2018.090911

Mark, L., & Nzulwa, J. (2018). Effect of career development programs on employee performance in kenya. a case of national hospital insurance fund. International Journal of Social Sciences and Information Technology, IV, 693-709.

DOI: 10.1186/s12909-021-02748-y

Mazhisham, P. H., Khalid, M. Y., Nazli, N. N. N. N., Manap, R., & Hussain, N. H. M. (2018). Identification of training needs assessment in organizational context. IJTMSS, 1(5), 20-30.

Mishra, A. (2018). A Study of Impact of Training & Development of Employee's Learning Outcome in the Insurance Sector.

DOI: 10.1108/ICT-02-2017-0010

DOI: 10.1080/23308249.2018.1481363

DOI: 10.1108/EJTD-11-2016-0084

DOI: 10.11648/j.ajmse.20180301.11

DOI: 10.1109/ICALT49669.2020.00103

DOI: 10.1002/nha3.20178

DOI: 10.14421/grieb.2017.051-02

Saher, L. H. (2020). Considerations for introducing, facilitating, and expanding mindfulness training in the workplace.

DOI: 10.2139/ssrn.3480853

Siddiqi, T., & Tangem, S. (2018). Impact Of Work Environment, Compensation, And Motivation On The Performance Of Employees In The Insurance Companies Of Bangladesh. South East Asia Journal of Contemporary Business, Economics and Law, 15(5), 153-162.

DOI: 10.1001/jama.2019.3307

DOI: 10.1111/lsi.12303

DOI: 10.1093/oxfordhb/9780190666453.013.27

DOI: 10.1108/01437739110138039

DOI: 10.4236/ajibm.2014.41002

DOI: 10.1108/02621719210014527

DOI: 10.1186/s12913-017-2081-y

DOI: 10.3390/su12166420