Browsing by Author "Kimolo, Benjamin Kaviku"

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    An Analysis on Human Process Intervention on Employees’ Productivity
    (IJARKE Business & Management Journal, 2024) Mbai, Mercy; Kimolo, Benjamin Kaviku
    Employee productivity is a key determinant of an organization’s success, and various factors influence the efficiency of the workforce. Measures such as labour productivity and TFP provide valuable assessment into the overall productivity of an organisation, while recent trends have shown a decline in worker productivity, emphasizing the need to address the factors contributing to this decline and enhance employee engagement and job performance. Understanding the dynamics of employee productivity was central to evaluating the success of interventions at Kitui Water and Sanitation Company. Human process interventions are occasioned to deliberate challenges associated with the status quo of employees’ performance and productivity. Such initiatives help move any particular organization to a new improved efficiency. Human process interventions need to be executed effectively and efficiently in a bid to improve the productivity of an organization both at an individual and collective level. An appropriate mix and match of interventions need to be endorsed as a measure of deriving desired results. This paper discusses the human process interventions that are useful in enhancing the employee productivity. These interventions are relevant in communication, decision making, leadership, and group dynamics for they aid in improving the interpersonal relations. They are also helpful in assisting the employees to self-assess in respect to behavior, thus impacting improvements among groups that, in turn, increase the employee productivity.
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    An investigation on performance appraisal practices and implementation in faith based organizations- a case study of church army Africa, Nairobi 2008-2013
    (2014) Kimolo, Benjamin Kaviku
    Human Resource management is crucial to organization's performance. Employee's performance management is thus an organizational asset because it is a key factor in an organizational success or failure. This prime contribution creates a niche on how an organization can sustain or enhance their performance. To address this issue organizations use evaluative procedures to ensure that potentially troublesome areas are put under spotlight. At the individual employee level, this measure has been labeled as performance appraisal (PA). The important role PA plays in influencing organizational outcomes has encouraged researchers to explore new horizons in this discipline in the 21st century. Despite being recognized as a highly important factor in employee and organizational development, PA is often poorly practiced and implemented. The study aims to investigate the practices and implementation of PAin faith based organization CFBOs) from 2008-2014, a case study of Church Army Africa (CAA) an Anglican Church mission based organization with its headquarters located in Nairobi. The CAA employees persistently have complained that the current PA practices and implementation in CAA is tailored for layoffs and punishment. The tentative question is why there are continuous complaints from employees about the Church Army Africa PA. The proposed study used conceptual frame work developed by Cardy and Leonard (2011) of performance management process. The study has used descriptive survey where the researcher utilized simple random and purposive techniques sampling to sample 68 respondents. This included 4 top management, 17 middle management and 47 other staffs. Data was analyzed through frequencies, percentages, mean and standard deviation where applicable. Data was presented through frequency tables, line graphs, pie charts and bar charts where applicable this was done through use of statistical package for social sciences (SPSS). The hypotheses were tested using correlational analysis. The model test results indicated that: There is no solid historical development of performance appraisal practices in CAA, CAA has not employed a consistent process and method in performance appraisal practices. Performance appraisal outcomes have not been effectively and efficiently implemented in Church Army Africa and finaly there are significant challenges faced in implementation of performance appraisal in Church Army Africa. Therefore, the research approved the first two hypotheses and disapproved the third and the fourth hypothese-so The research findings are expected to assist the Human resource managers to counsel employees on improving/maintain job standards. Employees will benefit since they will be able to identify their strengths, weakness and performance gaps hence improve on them. Questionnaires were used as the main data collection instrument. Complete instruments were assembled, edited, coded and interpreted in relation to the research objectives. Appropriate interpretation, findings and recommendations was done accordingly. Qualitative analysis was presented using tables, charts and graphs. Out of 68 sampled population only 50 responded, amounting to satisfactory response rate of 73%. Majority of the respondents were males at (69.8%) and·(31.2%) females. The study found out that CAA had employed relatively old and mature labour force of human resource managers with majority being between 45-60 years. The gender disparity is very high with many employees being male. The study found out that majority of senior employees had worked for a period of more than 10 years but their education level was low than the junior employees. Different PA methods have been in practice in CAA for more than 10 years, the current one being annual review. The research also found that the major PA challenge is the competence of the appraisers. Therefore, they need relevant training and the current PA methods need to be replaced with Management by objectives system.