Human Resource Planning and Performance of Selected Africa Inland Churches in Mwingi North, Kenya

Abstract

Organization or institutions have been under pressure due to technological changes, liberalization and globalization. Many organizations are finding it very difficult to maintain their cause as a result of these changes. Organization can maintain their economic stability by adding value to their intern and external processes. An organization that operates in a disturbed environment where there are difficulties in predicting future activities may depend on the short term measures to maintain their workforce. The main focus of this research was to establish the influence of human resource planning on performance of Selected Africa Inland Churches in Mwingi North, Kenya. The study sought to assess effect of employees training on performance of Selected Africa Inland Churches in Mwingi North; investigate effect of employees development on Performance of Selected Africa Inland Churches in Mwingi North; investigate effect of employees recruitment on Performance of Africa Inland Churches in Mwingi North and to determine effect of employees selection on Performance of Selected Africa Inland Churches in Mwingi North. This study was guided by resource based theory, human capital theory, and equity theory. The study used descriptive survey design. Target population included church elders, pastors, church secretaries, church treasurer and elders of church members‟ organizations. The total population was therefore 512 members of Africa Inland Churches in Mwingi North, Kenya. The study sampled 30% respondents from every stratum. The study collected both primary and secondary data. The primary data was collected through structured questionnaires which were self-administered while secondary data was obtained from the church publications and records, journals and published materials. Validity was ensured through expert judgment and supervisor guidance and by pre-testing the study‟s used instrument. This study also used the test Cronbach Alpha test technique to discover the reliability. Cronbach Alpha coefficient of at least 0.7 was deemed reliable to the test study. The data was collected using self-administered questionnaires. Regression analysis was conducted and descriptive statistics including mean, standard deviations, percentages and frequencies were used to analyze the collected data. The study concluded that to a significant extent the AIC churches embraced employee training to improve their capacity and subsequent performance based on organizational needs, having training policies and processes, integrating technology, having regular training and evaluating the processes to measure employee performance. In conclusion, the organizations to a moderate degree incorporated employee development practices which ranged from coaching, employee development policies, creating a conducive working environment, competitively remunerating employees and motivating them which contributes to improved performance for both staff and organization. The study concluded that the organizations used both internal and external recruitment processes that were transparent to enhance employee retention, commitment and productivity hence improving performance. It was concluded that the organizations embraced employee selection procedures and policies; selected staff based on experience, abilities and had effective strategic HRM practices. The study recommends that the AIC churches need to enhance employee training and development to improve their capacity to perform their duties and responsibilities. The research did recommend that the firms should develop employees through team development, mentorship and clear policy framework to enable them be more effective