Career Management Practices and Performance of the Uniformed Employees at the Directorate of Criminal Investigations Headquarters, Nairobi City County, Kenya
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Date
2024-08
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Kenyatta University
Abstract
The high crimes rates and especially the major crimes such as murder witnessed in the country, indicate that there are gaps in intelligence and investigative units in the country. There is poor performance by investigative unit based on unresponsive, unsatisfactory and inefficient services. Therefore, the main objective of this study was to investigate the effect of Career Management Practices and Performance of the uniformed employees at the Directorate of Criminal Investigations headquarters, Nairobi. Specific objectives included assessing the effect of employee training, career planning, employee networking and supervisory support on performance of the officers. The study was grounded on goal setting theory and supported by other theories including human capital, network, and McGregor’s Theory X and Theory Y. Descriptive research design was used in this study and 943 uniformed employees working at Directorate of Criminal Investigations headquarters formed the target population. Stratified sampling method was used by grouping respondents as per their ranks including senior superintendent, superintendent, inspectors, sergeants, corporal and constables. The Kothari (2004) formula was used to get the sample size of 272 Directorate of Criminal Investigations officers and from which 207 filled and returned the questionnaires, making a response rate of 76.1%. Structured questionnaires were used on collecting primary data and the instrument was piloted tested by 13 respondents who found it to be valid and reliable based on high aggregate Cronbach Alpha of 0.764 that was above the threshold of 0.7. The collected data was entered into SPSS version 28 where descriptive and regression analysis were conducted. The findings established that all the four career management practices contributed to 73.2% increment in performance of the uniformed Directorate of Criminal Investigations officers. The respondents agreed that employee training, career planning, employee networking and supervisory support with mean scores ranging from 3.57 to 3.73 led to improved employee performance at an aggregate mean score of 3.74. Based on the coefficient value findings, the study concluded career planning had the largest effect to employee performance among the Directorate of Criminal Investigations officers, followed by employee networking, employee training and lastly supervisory support. The study recommended higher budget allocation to hire and train more officers, the supervisors to support formation of an open organizational culture to share information, the employees to focus on networking and involvement and engagement of local community members to join hands in securing the nation. The study findings, drawn conclusions and recommendations will be beneficial to the Directorate of Criminal Investigations and other government agencies tasked with investigations, detecting and preventing crimes and maintain law and order for socio-economic stability of the county. This research also expanded knowledge through literature on career management practices and its influence on employee performance.
Description
A Research Project Submitted to School of Business, Economics and Tourism in Partial Fulfillment of the Requirement for the Award of Degree of Master of Business Administration (Human Resource Management) of Kenyatta University, August 2024
Supervisors:
1.Priscilla Ndegwa