Succession Planning and Employee Performance in the State Department for Public Service, Nairobi City County
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Date
2024-11
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Publisher
Kenyatta University
Abstract
Employee performance is correlated with the failure of managers or administrators in the public sector to recognize and implement an effective succession strategy that could motivate its employees. The report from the Public Service Commission in Kenya highlighted issues such as a bloated workforce, a high wage bill, absence of succession planning, stagnation, and the challenge of retaining skilled employees. Within the State Department for Public Service, there has been a persistent challenge regarding employee performance, significantly impacting the efficient delivery of government functions. This study aimed to explore how Succession Planning affects how well employees perform in the State Department of Public Service in Nairobi City County, Kenya. The study looked at how talent management, leadership development, human resource policies and selection planning impact the State Department of Public Service in Nairobi City County, Kenya. This research focused on two theories: Human Capital Theory Social Exchange Theory and one model called the Relay Succession Planning model. This study used a descriptive research design. The group was focusing on 419 workers in the different departments at the State Department of Public Service. In order to get a fair sample, picked 30% of the people we are studying which comes out to 126 participants. The study used a method called stratified random sampling to gather information from the people taking part in the study. The study used both primary and secondary information. The study gathered information by asking people to rate their opinions using a scale and by giving them questionnaires with open-ended questions. A small study with thirteen participants which was 13% of the total group was done to check if the tool is reliable and accurate. The instrument's reliability was evaluated by using Cronbach Alpha with a minimum requirement of 0. 7- To ensure validity, the study assessed content construct and face validity. Closed-end questions in the survey helped to gather quantitative data while open ended questions allowed for the collection of qualitative data. This rigorous approach would help in gathering accurate and reliable information for our study. The data collected for this study was analyzed in two different ways. Qualitative data which includes information gathered through interviews or observations were analyzed using thematic analysis. On the other hand quantitative data which included numerical information like survey responses was analyzed using a software called SPSS 22- The results of the analysis was presented in tables to make it easier to understand and interpret. The research found a significant positive correlation between talent management, leadership development, human resource policies, selection planning and employee performance in Nairobi’s State Department for Public Service. The study concludes that talent management strategies that focus on employee engagement can lead to higher levels of motivation and commitment. Effective leadership is essential in public service as it directly impacts service delivery, employee morale, and public trust. Human resource policies play a crucial role in shaping the work environment and influencing employee performance by enhancing the productivity, job satisfaction, and overall organizational effectiveness. A well-structured selection process helps in identifying candidates who are not only qualified but also fit the organizational culture, thereby reducing turnover and associated costs. The study recommends that the State Department can implement training programs that address both technical skills and soft skills, such as leadership and communication. The State Department should pair emerging leaders with experienced mentors within the department to provide guidance, support, and knowledge sharing. The State Department for Public Service should implement policies that promote ongoing professional development opportunities
Description
Research Project Submitted to the School Business, Economics and Tourism in Partial Fulfillment of the Requirements for the Award of the Degree of Master of Business in Human Resource Management of Kenyatta University, November 2024.
Supervisor
Felistus Makhamara