Human capital management practices and employees’ commitment at liquid intelligent technologies company, Nairobi City County, Kenya
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Date
2025-10
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Kenyatta University
Abstract
Employee commitment remains a major challenge for many organizations, particularly within the rapidly evolving technology sector in Kenya. In the context of increasing competition and dynamic workforce demands, organizations such as Liquid Intelligent Technologies face the need to strengthen employee commitment through effective Human Capital Management (HCM) practices. This study sought to examine the influence of human capital management practices on employee commitment at Liquid Intelligent Technologies Company, Nairobi City County, Kenya. The general objective of the study was to assess how human capital management practices influence employee commitment. Specifically, the study aimed: to determine how recruitment and selection practices influence employee commitment, to assess the extent to which training and development practices affect employee commitment, and to establish the impact of performance management strategies on employee commitment. The study was anchored on three theoretical frameworks: Human Capital Theory, Resource-Based View Theory, and Social Exchange Theory. A cross-sectional analytical survey design was adopted, targeting a population of 300 employees at Liquid Intelligent Technologies. A proportional stratified random sampling method was used to select 172 respondents. Primary data were collected through structured questionnaires, and instrument reliability was confirmed using a Cronbach’s alpha coefficient greater than 0.70. Data were analyzed using the Statistical Package for Social Sciences (SPSS) Version 22, employing descriptive statistics such as frequencies and percentages, Pearson correlation to determine relationships between variables, and multiple linear regression to establish the effect of the independent variables on the dependent variable. The study findings revealed that strategic human capital management practices specifically performance management, recruitment and selection, and training and development significantly influence employee commitment. Performance management emerged as the most critical factor, where frequent feedback, measurable goal setting, and fair evaluations fostered higher commitment and alignment with organizational goals. Transparent and merit-based recruitment processes promoted fairness and inclusivity, enhancing employee trust and engagement. However, training and development practices were found to be misaligned with employees’ career growth needs and organizational objectives. The study recommends that Liquid Intelligent Technologies strengthen its performance management systems to promote continuous feedback and personal growth, standardize recruitment processes to ensure transparency and equity, and realign training programs to support both employee aspirations and strategic business goals. Prioritizing these areas will enhance employee motivation, reduce turnover, and improve overall organizational performance
Description
A research project submitted to the school of business, economics and tourism in partial fulfillment of the requirement for award of Masters of Business Administration (Human Resource Management), Kenyatta University, October 2025
Supervisor:
Dr Rosemarie Wanyoike