Human Resource Policies and Employee Satisfaction at Retirement Benefits Authority in Nairobi City County, Kenya
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Date
2024-02
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Kenyatta University
Abstract
Employee satisfaction is a critical component in Human Resource Management. Human Resource policies have been adopted by employers to enhance employee job satisfaction. However, in spite of these policies being in place, it is still unclear why employee job satisfaction at Retirement Benefits Authority is yet to be optimized. The purpose of this study was to examine the effect of Human Resource policies on employee job satisfaction at the Retirement Benefits Authority in Nairobi City County, Kenya. The study specifically sought to establish the effect of; Compensation Policy, training and development policy, promotion policy and Occupational Health and Safety policy on policies on employee job satisfaction at Retirement Benefits Authority in Nairobi City County Kenya. This research was anchored on four theories: Human capital theory, Goal setting theory, Herzberg two factor theory and Vrooms expectancy theory. The study used a descriptive research design. The target population for this research study comprised of 341 employees in the functional department at Retirement Benefits Authority. 30% of the target population was calculated to arrive at a sample of 102 respondents. The technique of stratified random sampling was employed to gather data from the participants. A survey questionnaire was used to collect primary data directly from the respondents. Data, both primary and secondary, was gathered. A Likert scale along with semi-structured questionnaires was used to collect the primary data for the study. The Retirement Benefits Authority in Nairobi, Kenya provided its Human Resources publications for secondary data collection. Ten respondents, or 10% of the sample size, participated in a pilot study conducted by the researcher. The instrument's validity and reliability was ascertained through the application of Cronbach Alpha with a 0.7 threshold, content, construct, and face-to-face validity. The closed-end questions provided quantitative data. The open-ended questions provided qualitative data. The qualitative data was analyzed through thematic analysis. The findings were presented in narrative form. The statistical package for social sciences (SPSS 22) was used for quantitative data analysis using inferential as well as descriptive statistics. Examples of descriptive statistics are Frequency distribution, average, standard deviation and percentages. The results were presented in tables. The study revealed that promotion policy, training and development policy, compensation policy and occupational health and safety policy had a positive significant effect on employee job satisfaction at the Retirement Benefits Authority in Nairobi City County, Kenya. The study concludes that promoting internal mobility through a promotion policy encourages staff members to apply for jobs for which they are qualified and aligned with their long-term professional goals and interests. Training and development helps organizations attract and retain top talent, boost morale and job satisfaction, increase productivity etc. Top talent is drawn to companies in any industry by a competitive salary and benefits package. The implementation of occupational health and safety standards helps organizations to reduce workplace incidents, reduce absenteeism and staff turnover. The study recommends that legal requirements for hiring and promotions should be covered in training for human resource managers and hiring decision makers. Encouraging employees to take part in training and development initiatives can guarantee that a greater number of workers are actively involved in the process. The company's payroll budget, inflation, and cost of living should all be taken into account when evaluating pay policies. It is important that organizations ensure all possible concerns are addressed in detail before finalizing and publishing the policies within the organization.
Description
A Research Project Submitted to the School of Business, Economics and Tourism in Partial Fulfilment of the Award of the Degree of Masters of Business Administration (Human Resource Management Option) of Kenyatta University, February 2024.
Supervisor
Felistus H. Makhamara