|dc.contributor.author||Okello, Jacklyne Alari||
|dc.identifier.citation||International Journal of Scientific Research and Management (IJSRM) Volume||06||Issue||12||Pages||SH-2018-368-391||2018||||en_US
|dc.description.abstract||This study focuses on training and development of the human resource in institutes of consecrated life; a
case of Tangaza University College (TUC) and Marist International University College (MIUC).
Institutions and organizations exist to achieve certain goals and objectives. These goals and objectives can
be successfully achieved through the human resource. However, the human resource must have the right
skills and continuously polish their skills. The human resource that is the centre of interest in this study is
the consecrated men and women who are members of the institutes of consecrated life in TUC and MIUC
and their leadership. Njino (2009) strongly argues that the Church has enormous human resource but at
times this resource is underutilized and its abilities and potential are unexploited or unrecognized. This
was the motivation and driving factor for this study.
The researcher carried out a survey. The specific method employed was descriptive survey design. The
target population for the study was all professed members of institutes of consecrated life both men and
women with their leadership. The study was developed by integrating interactive shared experiences of
men and women religious. These are presented as cases within the different chapters. As a result the
researcher only used questionnaires that contained both closed ended and open ended questions in data
collection. A total of 242 individual members and 20 members of the different leadership categories of
institutes of consecrated life participated in the study.
The findings reveal that availability of training policies is dependent on the category of institutes of
consecrated life. Majority of the respondents indicated that professional training of members was not a
priority for the leadership of the institutes of consecrated life. Work allotment entirely depends on the
needs of the individual institute of consecrated life. The researcher recommends that more emphasis is to
be put in the training and development of the human resource in institutes of consecrated life. This is
because it shall ensure sustainability of the institute.
Key words: training, development, human resource, institut||en_US
|dc.publisher||International Journal of Scientific Research and Management (IJSRM)||en_US
|dc.subject||institutes of consecrated life||en_US
|dc.title||Training and Development of the Human Resource in Institutes of Consecrated Life: A Case of Tangaza University College (TUC) and Marist International University College (MIUC)||en_US