Influence Of Strategic Human Resource Management Practices On Performance Of Public Servants In Vihiga County, Kenya

Abstract

The purpose of this study was to determine the influence of strategic human resource management practices on performance of public servants in Vihiga County, Kenya. The study objectives were; to establish the influence of strategic employee training on performance of public servants in Vihiga County, Kenya; to examine the influence of strategic employee participation on performance of public servants in Vihiga County, Kenya; to determine the influence of strategic result oriented employee appraisal on performance of public servants in Vihiga County, Kenya and to assess the influence of strategic internal career opportunities on performance of public servants in Vihiga County, Kenya. The study adopted descriptive and explanatory survey design. This study targeted 359 heads of sections, 25 ward administrators and eight members of the public service board. To ensure equal representation of individuals in the study stratified Random Sampling which involves dividing the population into two subgroups and then taking a simple random sample in each subgroup was used. To this regard, the study used a sample size of 183 heads of sections and 13 ward administrators. Further, purposive sampling was used to select the eight members of the public service board as key informants for the study, since they were expected to provide in-depth information relevant to the study. After data collection, the filled-in and returned questionnaires were edited for completeness, coded and entries made into Statistical Package for Social Sciences (SPSS version 20).The descriptive analysis involving frequencies, percentage, mean and standard deviations were used as measures of central tendencies and dispersion respectively. A multivariate regression was also used to test the combined effect of all independent variables. The findings were presented in forms of Tables and charts. The study found out that there was a positive and significant relationship between employee training and performance of public servants. In addition, results revealed that there was a positive and significant relationship between employee participation and performance of public servants. Further, results showed that there was a positive and significant relationship between internal career opportunities and performance of public servants. Lastly, results revealed that there was a positive and significant relationship between results oriented employee appraisal and performance of public servants. The study concluded that employee training, employee participation; internal career opportunities and results oriented employee appraisal have a positive and significant effect on performance of public servants. . In order to increase the size of influence that training would have on performance of public servants, it is recommended that training period be lengthened. Additionally, training curricula should be reformed periodically so as to align it with the changing training needs of the employees. The researcher therefore recommends that for purposes of ensuring that employee participation influence performance of public servants to a large extent, team based participation should be embraced in order to provide employee voice alongside the trade union. To further improve employee appraisal and consequently performance of public servants, the study recommends that employees should be involved in the entire appraisal process by allowing them to set their targets in line with organizational strategies as well as stating the resources needed to attain the set goals. To improve on the influence of internal career opportunities and performance of public servants, the study recommends that the development of the HR manual should involve employees as well as their respective departments.