Browsing by Author "Ngea, Priscah"
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Item Human Resource Planning and Employee Performance at National Cereals and Produce Board in Nairobi City County Kenya(Kenyatta University, 2024-07) Ngea, PriscahThe issue of poor employee performance is associated with inability of mangers in public service to acknowledge and employ human resource planning. The Kenyan public service commission report showed bloated workforce, high wage bill, no succession planning, stagnation and inability to retain talented workers. For the national cereal and produce board, as a commercial corporate, they have insufficient funds to hire talented and adequate employee numbers and the hiring freeze has left the present workers overworked, demotivated causing poor performance output. Therefore, as the main study objective, it was assessing the human resource planning effect on employee performance at the NCPB in Nairobi City County and specific planning aspects included recruitment and selection, training and development, rewards and benefits and work life balance. The grounding theory was the goal setting theory and others were human capital, spillover, recruitment and equity theories. The research sample size of 198 employees of NCPB working at the headquarters in Nairobi. Stratified sampling was adopted by placing the respondents in groups as per their rank of senior manager, supervisors and junior employees and simple random sampling adopted to avoid biasness in selecting study participants. The Kothari’s sample size determination format was used to calculate and got a size of 130 respondents and 98 filled and returned the questionnaire, making a responding rate of 75.4%. The semi-structured questionnaires helped in collecting primary data that produced quantitative data after employing the five-point likert scale. A pilot study was done at Kenya Seed Company using 13 respondents to check for validity and reliability of the questionnaire. The aggregate Cronbach Alpha was at 0.765, indicating that the research tool was fit and ideal for collecting research data. Approvals, introductory letter, research permits and permission from management at the NCPB were obtained, before field data collection started. The filled questionnaires were coded and analyzed using SPSS to conduct descriptive and inferential statistics. Findings indicated that 71.2% change in performance outcomes of NCPB’s employees was influenced by human resource planning elements. The rewards and benefits had the largest effect on employee performance at NCPB, followed by training and development, recruitment and selection and lastly work-life balance. The association between all the variables was both significant and positive. Thus, conclusions show that performance of employees of the NCPB was due to adoption of the four elements of HRP. Therefore, the researcher recommended the formulation of policies and practices to ensure a thorough recruitment and selection process to get ideal candidates. It was advised for the HR managers to plan for trainings and the finance department to allocate funds for it. There is also need for fair distribution of rewards and benefits to serve as a motivational factor and the management to consider the wellbeing of the employees. A comprehensive human resource plan enables organizations to get the right candidate to fill the vacant position, training to enhance competencies and rewarding top performers. As such human resource planning is an effective tool to increase individual and overall performance in organizations.Item Improving Employee Performance at National Cereals and Produce Board through Rewards, Benefits and Training & Development(The Strategic Journal of Business and Change Management, 2024) Ngea, Priscah; Makhamara, FelistusThe national cereals and produce board, as a commercial government entity, suffers from insufficient funds that hinders its capacity to hire, retain, reward and compensate its employees. This has led to demotivation and overworking of employees resulting in poor employee performance. Therefore, to improve employee performance, the paper focused on rewards and benefits and the training and development practices. The paper is grounded on goal setting theory and equity and human capital theories and applied descriptive research design. The targeted population included 198 employees working at NCPB headquarters in Nairobi and 130 formed the sample size after using Kothari formula. Primary data was collected using semi structured questionnaires of which 98 were filled and returned making a response rate of 75.4%. The descriptive analysis found an aggregate mean score of 3.8 as agreement of the respondents on use of rewards and benefits and mean of 3.79 as confirmation that training and development also contributed to high employee performance. The correlation analysis results showed r values of 0.728 for high positive and significant effect between rewards and benefits and training and development for improved employee performance. The regression analysis results showed that 71.2% change in performance outcomes of NCPB’s employees was influenced by rewards and benefits and training and development. Thus, drawn conclusions showed that performance of employees of the NCPB was influenced by rewards and benefits including annual bonus pay, salary increment, job promotions and praise and recognition and also training and development with aspects of inductions, mentorships, coaching, seminars and workshop trainings. The study recommended the need for fair distribution of rewards and benefits and budget allocation for training programs to serve as a motivational factor to increase individual and overall performance outcomes in organizations.