INFLUENCE OF STRATEGIC HUMAN RESOURCE INNOVATION PRACTICES ON EMPLOYEE PERFORMANCE AT NATIONAL HOSPITAL INSURANCE FUND, NAKURU BRANCH, KENYA

Abstract

Health systems mostly in the developing countries are faced with the challenge of dissatisfaction by patients in terms of their health care experiencein that they want more information and a higher degree of quality services. This creates the need to improve the ‘system’ through which health services are delivered. One way to improve this is by recognizing the role played by employees which calls for new approaches while recruiting, training and retaining the labor force. Management have to come up with a number of innovation practices in order to have a relevant system of employee performance. Such practices include telecommuting, work life balances, online recruitment and performance related pay. In order to enhance the understanding of the mentioned variables, the study made use of two theories namely Resource- based view theory and Ability, mobility opportunity theory. In addition, the study adopted a descriptive research design. Census sampling technique was employed in the study to gather information from the 60 employees of National Hospital Insurance Fund, Nakuru branch.Structured questionnaires were pilot-tested and further administered.Likert scale in closed ended questions was applied in the questionnaires. Data obtained from the questionnaires was first cleaned and edited before being coded and subjected to further analysis. The Likert scales in closed ended questions in the questionnaires were converted to numerical codes and scored on 1-5 point scale in order of magnitude of the construct being measured Out of 60 questionnaires issued, 46 were duly returned correctly filled. Data collected was analyzed using descriptive and inferential statistics with the aid of the Statistical Package for Social Sciences version 22. A Pearson correlation and multiple regression analyses were done. The correlation analysis done indicated positive correlations between all the independent variables. Based on the results of the regression analysis, all the null hypothesis were rejected since they were found to be having significant relationship on employee performance at National Hospital Insurance Fund,Nakuru branch. It was concluded that telecommuting practices, online recruitment practices, work life balance practices and performance related pay practices had influence on employee performance at National Hospital Insurance Fund, Nakuru branch. The findings of this study aimed at establishing how strategic human resource innovation practices are important and indispensable tools to the management of National hospital Insurance fund, Nakuru branch and how they enhance employee performance. The research work will also be usefulfor any organization that wants to gain competitive advantage over others.