Career Development and Employees’ Performance of Deposit Taking Savings and Credit Cooperative Societies in Vihiga County, Kenya
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Date
2024-05
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Publisher
Kenyatta University
Abstract
The role played by employees in the success of an organization can never be downplayed and to maximize their current and future performance, appropriate trainings are essential. Career development initiatives yield advantages for both employees and the employer. Employees gain enhanced, more marketable competencies that facilitate greater internal mobility, while the organization gains increased employee commitment, talent, and performance, and decreases employee intention to depart for alternative employers. This study focused on the influence of career development on employee performance among Deposit Taking Savings and Credit Societies in Vihiga County. The specific objectives aimed at determining how talent management, career advancement, mentoring and career planning influence employees’ performance among Deposit Taking Saccos in Vihiga County. The study was supported by the following theories; Social cognitive career theory, traitor and factor theory and the Super’s Theory of Career Development. The study employed a descriptive research design and the utilized semi-structured questionnaires to collect data. The target population for the study was the four (4) registered and operational Deposit Taking Saccos in Vihiga County. The unit of analysis was the Savings and Credit Societies while the unit observation was the employees who total to 109. A census was employed. Primary data was obtained using questionnaires. They were pretested to ascertain their validity and reliability. The ease with which the pilot study participants answered the questions presented to them was sought. Ambiguous questions were eliminated or rephrased. Reliability was tested using the Cronbach’s alpha (α). Items were tested against a coefficient cut-point of 0.7. Items that did not meet the 0.7 threshold were revised to eliminate errors and adjust them appropriately. Descriptive and inferential statistics were employed in data analysis. While descriptive statistics entailed frequencies, means, and standard deviation, inferential statistics included correlation and regression analyses, displayed utilizing graphs, charts, and tables. The study found out that talent management, career advancement, mentorship and career planning influenced the performance of employees among Deposit Taking Savings and Credit Cooperative Societies in Vihiga, Kenya. The study concluded that career development had a favorable and statistically significant effect on the performance of employees among Deposit Taking Savings and Credit Cooperative Societies in Vihiga, Kenya. Based on these findings, the study draws the conclusion that career development had a substantial effect on the performance of employees among Deposit Taking Savings and Credit Cooperative Societies in Vihiga, Kenya. Management should identify talent and potentials among its staff and ensure that Savings and Credit Cooperative Societies has talent management policy in place. The Savings and Credit Cooperative Societies should engage widely to identify, tap and exploit these talents and also allocate enough resources on talent management. Budding should be encouraged by management to grow talent. Top management should promote career advancement in Savings and Credit Cooperative Societies. Savings and Credit Cooperative Societies should promote professional advancement. Career advancement should prepare Savings and Credit Cooperative Societies' staff for future jobs. SCC Societies should establish mentorship programs and a mentor identification methodology. Role models and mentees should be evaluated to determine program success. Students should be expected to apply their knowledge. Career planning should include organizational and personal components. Savings and Credit Cooperative Societies must support individual and organizational goals. Career planning should be ongoing for workers.
Description
A Research Project Submitted to the School of Business, Economics and Tourism in Partial Fulfillment of the Requirements for the Award of the Degree of Master of Business Administration (Human Resource Management) of Kenyatta University, May 2024.
Supervisor
Jedidah Muli