EFFECT OF CAPACITY BUILDING ON PUBLIC OFFICERS PRODUCTIVITY: CASE OF SMC 211/2025, KSG BARINGO

The effects of capacity building activities on employee productivity have been understudied despite the continued efforts by the government to enhance Civil Service efficiency. This study, titled “Effect of Capacity Building on Public Officers Productivity: Case of SMC 211/2025, KSG Baringo,” therefore, sought to explore the impact of capacity building on employee productivity among Kenyan Public Service employees, with a focus on officers undertaking a Senior Management Course (SMC 211) at the Kenya School of Government (KSG), Baringo Campus. The objectives of the study were: (1) To evaluate the effect of the Management programmes on employee productivity; (2) To assess the effect of Induction on employee productivity, and (3) To explore the effect of Upscaling workshops on employee productivity. Capacity Building, which includes Induction, Management Programmes, and Upscaling workshops, among others, is a crucial factor in driving performance in the public sector. The study is grounded on the Human Capital Theory and Organisational Learning as the theoretical frameworks. The study adopted a quantitative survey using a convenience sampling method. It involved structured questionnaires with 56 respondents (N = 56) who were randomly sampled out of the target population of 68, which was considered appropriate. This study revealed that Capacity Building initiatives (Management programmes, Induction, and Workshops/seminars) improved employee job performance, task efficiency, and service delivery. However, challenges such as inconsistent training follow-up, limited resource allocation, and gaps in performance evaluation mechanisms hinder the full realisation of Capacity Building benefits. To enhance the impact of capacity development on public sector productivity, the study recommends that the respective Human Resource Directors at public service departmental levels prioritise capacity building programmes for all their employees at various cadres for effective service delivery. This has been authenticated that Management training programmes, Inductions, and Upscaling workshops enhance employee productivity, thus the realisation of the common public service strategic goals. Further, the directors should also institutionalise continuous learning, align training with job roles, and establish robust monitoring frameworks. The Public Service Commission of Kenya (PSCK) should take a lead role in aligning the career progression framework with the need for capacity building initiatives