Talent Management Practices and Service Delivery of Employees in Faith-Based Hospitals in Kiambu, Kenya.
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Date
2025-04
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Kenyatta University
Abstract
Most mission hospitals in Kiambu County have ineffective human resource management, which has led to almost little improvement in service delivery. There is still an emphasis on using more conventional approaches to patient care. The Kiambu County mission hospitals are severely underequipped in terms of both space and essential medical equipment. There is also an inadequate supply of medications. This has prevented the hospitals in Kiambu County from providing adequate treatment to their patients. This study's main goal is to learn how Mission Hospitals in Kiambu County, Kenya's personnel management strategies affect the quality of care its employees provide to patients. The goals of this study were to determine how talent attraction, development, retention, and career management affect Kenyan hospital service delivery; how talent retention, development, and career management affect Kenyan hospital service delivery; and how talent retention, development, and career management affect Kenyan hospital service delivery. The concepts of work engagement, talent-based theory, human capital, service quality, and organizational learning will all serve as a framework for this study. In this study, a descriptive research design was adopted. The research population for this study will consist of eleven mission hospitals located in Kiambu County. Data from fifteen hundred sixtysix patients from various Kiambu County mission hospitals will be evaluated. The sample consisted of 318 workers in total. The research employed a stratified sampling and proportionate sampling technique to determine the optimal overall sample size and proportional sample for each category. To guarantee that each participant had an equal chance to take part in the data collection, simple random sampling was employed. The study examined concept validity as well as content validity. The instrument's internal consistency was demonstrated with the use of Cronbach's Alpha Analysis, whose value need to be at least 0.7. Closed-ended questionnaires will be used in the study to collect data. The different mission hospitals provided the original data. Descriptive and inferential statistical analysis provided the empirical framework for the study. Numerous tables including different distributions, including frequency, mean, percentage, and standard deviation, were provided by the descriptive statistics. We looked at the relationships between the independent factors and the personnel management techniques employed by Mission hospitals using multiple linear regressions. These regressions determined each independent variable's influence.
Description
A Research Project Submitted to the School of Business, Economics and Toursim in Partial Fulfilment for the Award of Degree in Master of Business Administration (Human Resource Management Option) of Kenyatta University, April 2025.
Supervisor
Jedidah Muli