Strategic Change Interventions and Performance of Higher Education Loans Board in Kenya
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Date
2025
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Kenyatta University
Abstract
Strategic change interventions are essential for enhancing the performance and long-term sustainability of public institutions. However, despite the implementation of various strategic initiatives by the Higher Education Loans Board (HELB), the institution continues to face persistent challenges that undermine its overall performance. Key issues include low and inconsistent fund disbursement, weak debt recovery mechanisms, and declining employee productivity. These challenges have collectively limited HELB’s ability to efficiently allocate resources, recover loans in a timely manner, and motivate staff toward achieving organizational goals. Consequently, inefficiencies in service delivery, financial instability, and reduced stakeholder confidence continue to impede HELB’s strategic transformation and operational effectiveness. The general objective of this study was to assess the impact of strategic change interventions on the organizational performance of the Higher Education Loans Board. The study was guided by the following specific objectives: to examine the effect of employee governance and organizational culture on the performance of the Higher Education Loans Board; to establish the influence of sustainable financing initiatives on the performance of the Higher Education Loans Board, to determine the effect of technological advancement on the performance of the Higher Education Loans Board and to investigate the influence of customer-centered leadership on the performance of the Higher Education Loans Board. The theoretical foundations of the research endeavour were the resource-based perspective theory, the technology acceptance model, and institutional theory. This study employed a descriptive research technique to thoroughly account for all the elements being evaluated. There were 260 people who filled out the survey, making it a representative cross-section of HELB's workforce from upper-level executives to department heads and lower-level cadre employees. Data for the research were gathered from a variety of sources, included primary and secondary resources. While surveys constituted the bulk of the data collection process, secondary sources included HELB financial records, published articles, and quarterly recovery reports. Findings were derived from the data using a number of statistical methods, such as multiple linear regressions, analysis of variance, and frequency distributions. Mathematical comparisons using statistical approaches revealed relationships between the independent and dependent variables. Various visual aids such as tables, percentages, bar graphs, and pie charts were used to show the data. Evidence from this study demonstrated a favourable correlation between performance and some interventions aimed at bringing about strategic change. A significant relationship was observed, indicating that cultural factors such as shared values, beliefs, and work practices influence key performance indicators. A favourable and statistically significant impact on organisational performance was shown by the outcomes of the sustainable finance initiatives. Sustainable financial measures, including a variety of financing mechanisms, ethical lending practices, and careful planning for the future of the organization's finances, seem to have a positive effect on both efficiency and stability. Organisational success was not positively correlated with technical innovation, according to the results. This indicates that, despite the implementation of technical innovations, there has been no direct correlation between them and improved performance. Research shows that HELB may improve its performance as a whole if its employees work together in harmony and adhere to the highest standards of ethics in the workplace. HELB should continuously upgrade its technological infrastructure, including digital platforms, automation systems, and data analytics, to enhance operational efficiency and service delivery. It is important to regularly educate staff workers so they can adapt to new technologies and have good digital abilities
Description
A Research Project Submitted to the School of Business, Economics and Tourism in Partial Fulfilment of the Requirement for the Award of the Degree of Master of Business Administration (Strategic Management) of Kenyatta University, 2025
Supervisor:
1.Lawrence Wainaina