Selected Human Resource Management Practices and Employee Performance in State Department of National Registration Bureau, Nairobi Kenya
| dc.contributor.author | Gisiora, Marion Nyakerario | |
| dc.date.accessioned | 2025-03-06T12:56:50Z | |
| dc.date.available | 2025-03-06T12:56:50Z | |
| dc.date.issued | 2024-06 | |
| dc.description | A Research Project Submitted to the School of Business, Economics and Tourism in Partial Fulfillment of the Requirement for the Award of the Degree of Master of Business Administration (Human Resource Management) of Kenyatta University, June 2024. Supervisor Linda Kimencu | |
| dc.description.abstract | The department plays a crucial role in society, as individuals are unable to do significant tasks that necessitate personal identification without possessing an identity card. The occurrence of service delivery delays resulted in a significant number of grievances expressed by politicians during the electoral campaign, when the possession of an identity card was a prerequisite for voter registration. Furthermore, according to the Ethics and Anti-Corruption Commission, the department in question was identified as the least performing department within the Ministry of Interior. Objective of the research was aimed at examining selected HRM practices and performance of employees at the Department of National Registration Bureau. Specific objectives encompassed investigating the effect of recruitment practices, training, compensation lastly, job recognition practices towards performance in State Department of National Registration Bureau. This research was grounded in the theory of resource-based view theory, social exchange theory, human capital theory, equity theory and expectancy theory of motivation. The research utilized a descriptive research design. The population of the study consisted of the 406 employees at State Department of National Registration Bureau. The individuals comprising the senior, middle, and junior management teams at the Nairobi Office are encompassed within the aforementioned. The sampling technique employed involved the use of a stratified random sampling technique. The sample size consisted of a total of 81 staff. The chosen approach for data collection involved questionnaires. The attainment of content validity for the research instrument was achieved by the implementation of a pilot study. Furthermore, the confirmation of instrument reliability was achieved by testing questionnaire based on basic requirement of 0.7 Cronback Alpha test. The data underwent a descriptive statistical analysis using the Statistical Package for the Social Sciences (SPSS) to ascertain measures of central tendency and dispersion. The presentations utilized tables. The study's findings may have practical implications for various stakeholders, including the State Department of National Registration Bureau, human resource professionals, policymakers, HR recruitment agencies, and researchers. These stakeholders can utilize the study's results to formulate effective strategies aimed at enhancing employee performance. Moreover, the study's findings may assist the ministry in effectively addressing any existing employee performance concerns. According to the findings of the study, there was a significant and positive correlation between recruiting practices and employee performance at the Department of Kenya National Registration Bureau, with a coefficient of 0.115, a t-value of 0.885. Findings demonstrated that there exists a significant and positive correlation between the compensation practices offered to employees and their performance at the Department of Kenya National Registration Bureau (β) 0.272, t=4.172. Lastly, A positive and statistically significant relationship exists between job recognition and employee performance at the Department of Kenya National Registration Bureau, as indicated by the coefficient (β) of 0.731, the t-value of 6.032. The study recommends that the management should ensure that they put in place strategies of attracting best candidates with best skills and ensure that same candidates are subjected to proper screening to that the management may confirms the stated skills are actually possessed by the candidate. Management should consider training their staff in skills that are deficient within the organization in order to achieve high goal levels. | |
| dc.description.sponsorship | Kenyatta University | |
| dc.identifier.uri | https://ir-library.ku.ac.ke/handle/123456789/29719 | |
| dc.language.iso | en | |
| dc.publisher | Kenyatta University | |
| dc.title | Selected Human Resource Management Practices and Employee Performance in State Department of National Registration Bureau, Nairobi Kenya | |
| dc.type | Thesis |