Human Resource Management Practices and Employee Performance in the Ministry of Interior and Co-Ordination of National Government in Nairobi City County, Kenya
Ondere, Bernard Anjili
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Human Resource Management Practices (HRMP) are the policies, systems and methods used to govern work place employees. They are the processes or functions used to manage workers and direct them in an organization towards development. Recruitment and selection, employee training and development, and reward and pay are all examples of human resource management techniques. The link between human resource management techniques and organizational performance has been studied in a variety of ways. Still most studies have been done in the manufacturing or health sector, with none having been carried out in the Ministry of Interior and Co-ordination of National Government, in Nairobi City County. This study aimed, therefore, to examine the influence on employee performance in the Ministry of the Interior of Kenya of human resource management strategies and national government coordination in Nairobi County, City. The study focused on career management, employee training, performance appraisal and reward and compensation. This study used Resource-Based view, Human Capital and Ability, Motivation, Opportunity Theory (AMO Theory) to support it. Stratified random sampling technique was used to select the subjects for the study. The target population for study was 1022 and the sample was 102 being 10% of the target population comprising of all the three levels of management of ministry of interior and co-ordination of national Government. The study employed a descriptive Research Design. Data was collected via a questionnaire. The test-retest technique was used to assess the dependability of research instruments. They were validated by the supervisor through a content, construct, and discussion. Quantitative data was provided by the tables and qualitative data was used for content analysis. The results indicates that career development in the ministry of interior was moderately effective in the period under study. It clearly shows career aspirations, coaching and mentoring of employees in various departments were not effective. The results of the research were statistically significant benefits to staff training, career counseling, employee coaching and skills. Employees were motivated to work harder after training and mostly off job training is the mostly preferred training over the on the job training. Internal workshops were found to be the mostly used training in the ministry. The way an organization trains its employees have an impact on its productivity. The results indicates that performance appraisal was effectively carried out in the ministry of interior of coordination. The effective reward system was found to be a key determinant on employee performance. The most essential and influential drivers of employee performance was found to be dependent elements on reward and compensation. The study concluded that correlation between career development and employee performance was strong and significant. There was a positive, strong and significant relationship between training and employee performance. The relationship between performance appraisal and employee performance was insignificant. The correlation between compensation and reward and employee performance positive and significant. Career development policies for all businesses, regardless of their size, industry, market or profile, are essential strategic considerations in the ministry of interior and national coordination. Employee productivity has been increased via work satisfaction as a result of performance assessment procedures that include fair remuneration and managerial assistance.