Browsing by Author "Mohamed, Hussein Mohamed"

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    Human Resource Instruments and Employee Performance among Civil Servants in the Ministry of Interior and Coordination of National Government in Makueni County, Kenya
    (Kenyatta University, 2025-10) Mohamed, Hussein Mohamed
    Kenya's civil service, following independence, grew quickly, surpassing all others in East Africa in size. Kenya’s civil service has, however, experienced many setbacks over the years, such as inadequate organizational culture, lack of human resource management strategies, unsuccessful rules and regulations, discarded projects, and weak project delivery. Hence, the study seeks to assess human resource instruments and how they affect the employee performances of civil servants of the Ministry of Interior and Coordination of the National Government in Makueni County, Kenya. The study specifically assessed the effects of performance appraisal, career development and training and development on performance. The research was anchored by resource-based, goal-setting, and human capital theories respectively. The descriptive study design served as the foundation for investigation. The target population comprised ninety-five (95) employees of the ministry. Employing a census approach, responses were generated from amongst all ninety-five (95) employees. The study made use of primary data acquired qualitatively and quantitatively through the use of semi-structured open and close-ended questionnaires. The study tested validity by utilizing content and construct validity and reliability of the research instrument by utilizing Cronbach’s alpha coefficient of 0.70. Data was analyzed with descriptive statistics involving mean and standard deviation while inferential statistics was done using a regression model. Qualitative data was analyzed using content analysis and presented using narrations. Analysed quantitative data was then presented using graphs, charts and frequency tables and percentages as well as a regression model. All ethical considerations were upheld duly. The outcome revealed that performance appraisal inversely and insignificantly affects employee performance; training and development positively and significantly affect employee performance in the ministry; while it was further revealed that career development positively but insignificantly affects employee performances of civil servants of the Ministry of Interior and Coordination of National Government in Makueni County, Kenya. The study recommends that the ministry should keep funding training initiatives that are created specifically to meet the demands and specifications of public employees. These programs should focus on enhancing job-related skills, knowledge, and competencies that directly contribute to improved performance. It is essential to ensure that the training content is relevant, up-to-date, and aligned with the goals and objectives of the ministry.