Human Resource Management Practices and Employee Retention in Kenya’s Devolved Governments: A Case of Embu County, Kenya

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dc.contributor.advisorMoses M. Muthinjaen_US
dc.contributor.authorMuiya, Rachael Wanza
dc.date.accessioned2022-08-23T12:33:37Z
dc.date.available2022-08-23T12:33:37Z
dc.date.issued2022
dc.descriptionA Research Project Submitted to the School of Humanities and Social Sciences in Partial Fulfilment of the Requirements for the Award of the Degree of Master of Arts (Public Policy and Administration), Kenyatta University June 2022en_US
dc.description.abstractThis research aims to establish the link between human resource management practices and employee retention in Embu County Government. The goal of this research are to examine the impact of training on employee retention in Embu County Government, to determine the effect of compensation on employee retention in Embu County Government and to examine the effect of work-life balance on employee retention in Embu County Government. Embu County Government has documented instances where employees resign and choose to work for other organizations, particularly the private sector or self employment. The majority of employees complained about bad working circumstances, according to human resource managers. ECG must create and implement suitable HRM Practices that will help them manage and retain the proper personnel if it wants to keep its employees. Due to the regular recruiting, hiring, and training of new personnel, staff turnover results in significant expenditures. This study is guided by the Stacey Adam's Equity Theory. A target population of 1054 employees from different levels of management are chosen for the study and quota sampling is used to draw the sample size of 290 employees. Semi-structured questionnaires are employed to gather data from the respondents. A pilot study is conducted on 29 employees to find out the research instrument's reliability. The face validity of the chosen instruments is scrutinized by research professionals and supervisors. The researcher, in confirming the research instrument’s reliability uses internal consistency of the responses. Descriptive statistics (percentages, mean) and inferential statistics (regression model) are employed to analyze the collected data. The university and other relevant authorities are requested for permission to conduct the study and gather data. The results revealed that human resource management practices; training, compensation and work-life-balance are important to employees and have significant impact on employee retention in Embu County Government. In Embu County Government, training techniques have a significant positive correlation with staff retention. (β =0.404 p=0.000), Compensation practices have a significantly positive impact on staff retention in ECG (β =0.235, p=0.000) and Work-life-balance practices have a substantial positive relationship to staff retention in ECG (β =0.378, p=0.000). The study recommended for frequent performance check-ups should be done to check for weak-spots that can be treated via training and that organizations should offer training that is well tailored for their employees. Monetary and non-monetary compensation should be given in accordance with an employee's qualifications, years of experience, and production. Other human resource management strategies, including performance management, recruiting and selection, talent management, and labor relations, should be studied further to see how they affect employee retention in different organizations.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/24054
dc.language.isoenen_US
dc.publisherKenyatta Universityen_US
dc.subjectEmployee Retention Devolved Governmentsen_US
dc.subjectHuman Resource Management in Devolved Governmentsen_US
dc.subjectHuman Resource Management and Employee Retentionen_US
dc.subjectEmployee Retention in Kenyaen_US
dc.subjectHuman Resource Management Practices in Embu Countyen_US
dc.titleHuman Resource Management Practices and Employee Retention in Kenya’s Devolved Governments: A Case of Embu County, Kenyaen_US
dc.typeThesisen_US
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