Abstract:
The relevance of training is critical since it ensures that the labour market is as efficient as possible and that human capital is effectively utilized. The major purpose of this study was to establish the effectiveness of staff capacity building for effective integration of CBET. The study adopted the Diffusion of Innovation Theory developed by Rogers in 2003. The study utilized the descriptive survey research design. The study was undertaken in TVET institutions in the North Rift Region, Kenya. The study targeted principals, industry supervisors, trainers, industrial liaisons officers, lecturers and trainees. The sample size was 636 respondents. Purposive sampling technique was used to select 6 principals and 18 industry supervisors. To identify 285 trainers a combination of stratified random sampling and simple random sampling techniques were used. The instruments for data collection were interview schedules and questionnaires. Questionnaires were administered to the trainees and trainers while interview schedules were carried out on Principals, industrial supervisors and industrial liaisons officers. The data was analyzed using frequencies, percentages, means, standard deviations and Pearson product moment correlation. The study found out that, facilities and resources that could aid in capacity building were not adequate for the trainers. Appraisals that are very essential in regards to capacity building were not effectively done thus making it difficult to identify the inherent gaps in the CBET approach. The correlation coefficient between staff capacity building and integration of CBET in TVET was 0.612 indicating a strong effect size. This correlation indicates that as staff capacity building increases, integration of CBET in TVET institution tends to increase. The findings will be significant to the government policy makers, managers in TVET institutions and industries involved in the transformation of TVET institutions