Training is the art of facilitating the transfer of Knowledge,Skills and/or Attitudes to people who will use what they have learned to change/improve their behaviour and/or performance.


We opened the ACF USA Training Centre (TC) in Nairobi, Kenya in 2009. The TC gives our staff the unique opportunity to access learning and training activities tailored to their contexts, work realities and needs. We believe that investing in human capital not only strengthens employee satisfaction, motivation and retention, by equipping them with the necessary knowledge, skills and attitudes to carry out their work successfully, but ultimately also leads to better humanitarian responses through the delivery of quality humanitarian programming.

We are proud to be seen as an important platform that facilitates the exchange of best practices by providing an opportunity to ACF staff from all over the world to generate ideas and share the successes and challenges of various techniques in the field.

Ultimately we also aim to serve the wider humanitarian community and other stakeholders working to eliminate hunger in their countries

In order to support the learning and development needs of ACF staff the TC has developed and regularly implements a wide range of training curriculum.

Nairobi based training

We run regular inductions for new staff to welcome them to the ACF family and culture. During the inductions staff are taken through a range of sessions designed to help them become acquainted with ACF and integrate into the organization.

We also run a range of training for ACF staff throughout the year out of our training center in Nairobi. The trainings are open subscription courses and based on common learning needs across our country programmes. To find out about the type of training areas we cover, have a look at our “Courses” page of the website.

On occasions we open our trainings to staff from other humanitarian agencies and government partners.

In-country trainings

The vast majority of our trainings are implemented at mission level. This is for a variety of reasons. Firstly it allows us to tailor the content of the training programs to the needs and context of staff in a particular mission. Secondly it enables a larger number of staff to benefit from training programs being run and encourages the efficient use of resources.



We recognize the importance of continuous learning and that people develop their professional competencies in different ways through:

  • Experience and practical application
  • Exchange with others
  • Formal training

Through our experience, at the TC we believe that adults get the most out of a training when they are able to engage with the content practically. We base our training on individual learning needs and adapt them to individuals working context rather than providing purely academic teaching and theoretical simulations.

Our trainings are informed by learning needs assessments allowing us to tailor the content, activities and concepts for the diverse range of audiences we serve.

Our training methods are based on adult learning principles and enabling us to cater for different learning styles as not everyone learns in the same way.

Our overall training approach follows the adult learning cycle so we are able to emulate the way in which people learning in a natural setting.