EFFECT OF QUALIFICATION FOR COURSE APPROVAL AND SPONSORSHIPS IN POLICE PROFESSIONAL DEVELOPMENT IN ISIOLO COUNTY, KENYA

Abstract

Despite the Administration Police Officers enjoying its association with a great number of academic institutions and scholars of all calibers, it suffers greatly from the exit of police officer’s from service due to unmet expectations, uneven criteria for awarding sponsorships, unclear implementation of training policy, and lack of evaluation programs to mention just but a few. This study sought to establish how qualifications for course approval and sponsorships in the training policy. The study was steered by the Herzberg’s Theory and Human Capital Theory. The study used stratified random sampling and a descriptive survey approach. Within Isiolo County, the target population was 300 Administration Police Officers. Four categories were used to classify the target population: Inspectorate members, Gazetted officers (GOs), Constables, and Noncommissioned officers (NCOs). There were 90 police officers in the sample. In order to gather the primary data, structured interview questions and secondary data from library research were used. The collected data was arranged according to the study questions and particular goals by coding, tabulating, and interpreting. Data was analyzed and presented using graphs, frequency tables, and percentages. Both quantitative and qualitative data analysis was done. Tables and figures as well as a narrative presentation of the findings were used. The study outcomes indicated that there was a positive statistical significant correlation between qualification and sponsorships in the training policy on professional police development of Police officers (r=0.622, p<0.05). Across all forces, the learning delivery should be standardized, especially the first training for newly hired officers. The training techniques used should guarantee that the trainees' learning needs are addressed and that skills related to workplace situations are transferred. The report suggested that Isiolo County CIPU Headquarters create and put into place efficient training programs. Although a framework for training policies already exists, it is advised that it be periodically reviewed and compared to institutions both locally and abroad in order to remain current and satisfy the needs of the stakeholders.