Abstract:
Health systems mostly in the developing countries are faced with the challenge of dissatisfaction by patients in terms of their health care experience in 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 work life balances and online recruitment practices. In order to enhance the understanding of the mentioned variables, the study employed resource- based view theory and ability, mobility opportunity theory. In addition, the study adopted a descriptive research design. Census design was employed in the study to gather information from the 60 employees working with the National Hospital Insurance Fund, Nakuru branch. Structured questionnaires were pilot-tested and further administered on the respondents. The data collected were analyzed using descriptive and inferential statistics with the aid of the Statistical Package for Social Sciences version 22 programme. Pearson correlation and multiple regression analyses were conducted. The study results indicated positive correlations between all the independent variables against employee performance. Based on the results of the T-statistics, all the null hypotheses were rejected. It was concluded that online recruitment practices and work life balance influenced employee performance at National Hospital Insurance Fund.
