Human Resource Management Practices and Performance of Devolved Healthcare Facilities in Nairobi City County, Kenya
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Performance is a function of how well managers use human resource practices to improve the efficiency, effectiveness service provision. In today’s global environment, organizations are constantly looking for ways to expand and improve their businesses in terms of efficiency, effectiveness and service delivery to enhance performance. Despite the use of Human Resource Management Practices (HRMP) worldwide over the past years, the application of Human Resource Management Practices in Kenya and especially in the devolved County governments is still very low, thereby posing a threat to the performance of organizations. The general objective of this study was to investigate the effect of HRMP on the performance of devolved healthcare facilities in Nairobi City County, Kenya. Its specific objectives was to determine influence of employment security on performance of the devolved healthcare facilities in Nairobi City, Kenya, to establish the effect of employee resourcing on performance of the devolved healthcare facilities in Nairobi City, Kenya, to analyse the effect of employee training on performance of the devolved healthcare facilities in Nairobi City, Kenya, to analyse influence of Employee compensation on performance of the devolved healthcare facilities in Nairobi City, Kenya and to determine moderating effect of political factors on the relationship between HRMP and performance of devolved healthcare facilities. The study was underpinned by three theories namely goal setting theory, human capital theory and resource-based view theory. A descriptive research design specifically cross-sectional research study was used to gather quantitative and qualitative data from employees of the 78 healthcare facilities in Nairobi City County, Kenya with a target population of 3052. The simple random sampling design was used to select a sample size of 354 respondents at 95% confidence level. Primary data was collected using self-administered structured questionnaires both qualitative & quantitative data was collected. Quantitative data were analysed using both descriptive and inferential statistics. Descriptive statistics data was summarised using percentages, mean and standard deviation while in inferential statistics, multiple regression analysis was used. All the analysis was done aided by the statistical package for social sciences (SPSS version 21). Qualitative data was analysed using content analysis. Results were presented by the use of Tables & charts. Null hypothesis was rejected when the P value was less or equal to 0.05 and accepted when it’s greater than 0.05.The findings indicate that there is a significant positive relationship between employment securityperformance of devolved healthcare facilities in Nairobi city Countyemployment resourcing had a significant positive relationship with performance of devolved healthcare facilities in Nairobi city County,employee training had a significant positive relationship with performance of devolved healthcare facilities in Nairobi city county, while employee compensation had significant positive relationship with performance. Political factor was found to be an explanatory variable in explaining the relationship between healthcare performance and human resource management practices. The findings supported the theoretical foundation of the resource-based view theory that performance comes from the internal resources that are owned by a firm. The recommendations are; human resource managers should offer adequate employee trainings, compensation and resourcing to their staff, policy makers should create an environment on employment security that will effectively link to an overall performance of healthcare facilities in Nairobi City County, Kenya.