Human Resource Management Practices and Employee Performance in Health Sector in Embu County, Kenya
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Date
2025-06
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Kenyatta University
Abstract
Proper management of human resources was crucial in providing high-quality health care. A refocus on human resource management in healthcare and more research were needed to develop new policies. Effective human resource management strategies were essential in achieving better outcomes in the provision of healthcare services around the world. Human Resources for health were one of the core building blocks of a health system in any country. Poor performance resulted from health staff not being sufficient in numbers, not providing care according to standards, not being responsive to the needs of the community and patients, absenteeism, motivation, job dissatisfaction, lack of professional development, poor attitudes, and poor working conditions. The general objective of this study was to investigate the effect of human resource management strategies on employee performance in the health sector in Embu County, Kenya. The specific objectives of the study were to establish the effect of training strategies on employee performance in the health sector in Embu County, Kenya, to examine the effect of compensation strategies on employee performance in the health sector in Embu County, Kenya, to determine the effect of performance appraisal strategies on employee performance in the health sector in Embu County, Kenya, and to determine the effect of recruitment and selection strategies on employee performance in the health sector in Embu County, Kenya. Equity theory, human capital theory, and ability, motivation, and opportunity theories were used. A descriptive survey research design was used. Primary data were collected through the use of questionnaires from a sample of 81 managers working in Health facilities in Embu County, Kenya. Content, face validity, and reliability tests using Cronbach Alpha were conducted. Data analysis was done through the use of qualitative and quantitative analysis. Data were presented in tables and figures through the use of descriptive measures such as frequency, percentage, mean, and standard deviation. The findings revealed positive perceptions regarding training strategies, with emphasis on seminars, needs assessments, and tailored training. Compensation strategies showed moderate satisfaction, particularly in incentive-based motivation and transparent promotion processes. Performance appraisal strategies were perceived moderately, with clear targets but room for improvement in effectiveness. Recruitment and selection strategies showed mixed perceptions, with strengths in standardized tests but weaknesses in transparency. Employee performance assessment indicated challenges in turnover and moderate satisfaction with day-to-day responsibilities. While certain strategies show promise, such as targeted training and incentive-based compensation, there are areas for improvement across all domains. Recommendations include refining performance appraisal processes, enhancing transparency in recruitment, and addressing retention challenges. Alignment of organizational strategies with employee needs is crucial for optimizing performance outcomes in the healthcare sector.
Description
A Research Project Submitted to the School of Law, Arts and Social Sciences in Fulfillment of the Requirements for the Award of Masters Degree in Public Policy and Administration (Human Resource Management Option) of Kenyatta University, June, 2025