Effect of voluntary financial benefits programs on perfomance of non teaching staff: secondary schools in Kahuro district

Abstract

Human resources are the most important among all the resources an organization owns. The main concern of all organisations is how to improve the employees‟ performance. Many approaches have been developed and adopted worldwide to improve the employee‟s performance including goal setting approach, measurement and feedback approach, involvement of employees in decision approach, organization‟s culture approach, organisation‟s expectation approach, job design approach, rewards and recognition approach (Howes, 2010). The aim of all approaches is how to effectively motivate employees to maximize their performance. One common method of motivation is employee rewards or compensation which is focused in this study. This study sought to examine the effect of voluntary financial benefits or rewards, on employee‟s performance in secondary schools in Kahuro district. The study is based on primary data to be collected from106 non teaching staff that was selected by cluster sampling from stratified random sampled fifteen secondary schools in Kahuro. The content validity of the research instrument was ensured through expert guidance from the supervisor. A self designed questionnaire was used for data collection. The data was then analysed using descriptive statistics, multiple regression and factor analysis. It was then presented using tables, charts, and graphs. The study drew conclusions on the effects of voluntary financial benefits programs on employee‟s performance based on the four variables of the study. The study found that financial counseling, retirement programs, education programs and health programs plays a major role on employee‟s performance. The absence of these programs in work place may result to low morale among employees, absenteeism, stress, and lack of support towards organisation goals and strategies. The study suggested that organizations consider developing and implementing clear and comprehensive acceptable benefits programs when attempting to deal with employees‟ performance. Organisations should establish strategies to address employees‟ benefits issues such as employee‟s expectation, employee‟s values, organisation benefits objectives, communication channels in order to motivate employees to greater performance.