HUMAN RESOURCE PRACTICES ON EMPLOYEE PERFORMANCE: A CASE OF KENYA REVENUE AUTHORITY

Frankline Kiogora Gitonga, Dr. Jane Njoroge

Abstract


The objective of this paper was to determine the effect of Human Resource activities on employee output in Government institutions-specifically Kenyan parastatals. The specific objectives were to find out how recruitment, training as well as employee work-life balance affect their performance derived from the (KRA) Kenya Revenue Authority. Resource-Based Theory was used in this study since it is most suitable having identified human resources as a key resource when it comes to continued institutional output and providing the firm with a competitive edge. The research employed descriptive research methodology and design to gather data from sampled population. The population of interest cut across all the staff members including the top management, middle management as well as the supporting staff of the Kenya Revenue Authority. From a targeted population of 220 Kenya Revenue Authority employees, a sample size of 73 interviewees was used of which is 30% of the support staff as well as a purposive selection of the top and middle management. The researcher employed a semi-structured questionnaire for data collection which was administered by the researcher in person. Data gathered was subjected to quantitative analysis through descriptive statistics. Inferential statistics were used in determining the direction, relationship, and strength of the association amongst the predictor variables and the response value. The study findings established that human resource practices do not significantly affect employee performance. The study findings also established that recruitment, training, and work-life balance practices do not have any significant association and relationship with employee performance. The study recommends to the policymakers at the Institute of Human Resource, other bodies, human resource practitioners, and consultants should not necessarily implement the human resource practices to augment employee performance.

Keywords: Recruitment, Training, Work-Life Balance, Employee Performance


Full Text:

PDF

References


Andrew, O. C., & Sofian, S. (2012). Individual Factors and Work Outcomes of Employee Engagement. Procedia - Social and Behavioral Sciences Procedia - Social and Behavioral Sciences, 40, 498–508.

Antonius, R. (2013). Interpreting quantitative data with IBM SPSS statistics. London; Thousand Oaks, Calif.: Sage.

Anyim, C. F., Chidi, O. C., & Badejo, A. E. (2012). Motivation and Employees’ Performance in the Public and Private Sectors in Nigeria. International Journal of Business Administration, 3(1), 31–40.

Armstrong, M. (2012). Armstrong’s handbook of human resource management practice (12th ed). London ; Philadelphia: Kogan Page.(Armstrong, 2012)

Awan, M. S. A., & Sarfraz, N. (2013). The Impact of Human Capital on Company Performance and the Mediating Effect of Employee’s Satisfaction. IOSR Journal of Business and Management, 8(2), 76–82.

Bell, J., & Waters, S. (2018). Doing your research project: A guide for first-time researchers. London: Mc Graw Hill Education.

Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), 34–67.

Christopher, N. (2019). The effectiveness of HRM policies and practices. International Journal of Social Sciences, 2(1), 24–32.

Danaeifar, I., Gharaei, A. M., Hasani, S., Mirzaei, H., & Abangah, A. (2016). The Relationship between Organizational Commitment and Quality of Work Life and Job Satisfaction of the Employees of the Department of Telecommunications of Behbahan. International Journal of Humanities and Cultural Studies (IJHCS) ISSN 2356-5926, 0(0), 1725–1737.

Delaney, J. T., & Huselid, M. A. (2018). The Impact of Human Resource Management Practices on Perceptions of Organizational Performance. The Academy of Management Journal, 39(4), 949–969.

Gojny-Zbierowska, M. (2015). Shaping High-Performance Work Systems through HRM Practices. Journal of Positive Management, 6(4), 29–38.

Hiriyappa, B. (2015). Management of Motivation and Its Theories. India: B Hiriyappa.

Jouda, A. A., Ahmad, U. N. U., & Dahleez, K. A. (2016). The Impact of Human Resource Management Practices on Employees Performance: The Case of Islamic University of Gaza in Palestine. International Review of Management and Marketing, 6(4), 1080–1088.

Kothari, C. R., & Garg, G. (2014). Research methodology: Methods & techniques (3rd ed). New Delhi: New Age International (P) Ltd., Publishers.

Madhani, P. M. (2013). Resource Based View (RBV) of Competitive Advantages: Importance, Issues and Implications (SSRN Scholarly Paper No. ID 1504379). Retrieved from Social Science Research Network website: https://papers.ssrn.com/abstract=1504379.

Milara, I. M. (2014). Comparison of Resources and Capabilities in two Companies.

Mom, T. J. M., Chang, Y.-Y., Cholakova, M., & Jansen, J. J. P. (2019). A Multilevel Integrated Framework of Firm HR Practices, Individual Ambidexterity, and Organizational Ambidexterity. Journal of Management, 45(7), 3009–3034.

Olagunju, M. M. (2014). Effect of training on employees’ performance in Nigerian banking industry. Bloomington, IN: AuthorHouse.

Rana, M. H., & Malik, M. S. (2017). Impact of human resource (HR) practices on organizational performance. International Journal of Islamic and Middle Eastern Finance and Management, 10(2), 186–207. https://doi.org/10.1108/IMEFM-04-2016-0060

Rehman, S. U., & Ibrahim, M. S. (2011). Integrated Marketing Communication and Promotion (SSRN Scholarly Paper No. ID 2383065). Retrieved from Social Science Research Network website: https://papers.ssrn.com/abstract=2383065

Sattar, T., Ahmad, K., & Hassan, S. M. (2015). Role of human resource practices in employee performance and job satisfaction with mediating effect of employee engagement. Pakistan Economic and Social Review, 53(1), 81–96.

Shubaka, L. S. (2014). Relationship between employee retention strategies and commitment in insurance companies in Kenya. University of Nairobi, Nairobi.

Silva, M. S. A. e, & Lima, C. G. da S. (2017). The Role of Information Systems in Human Resource Management. Management of Information Systems.

Syed, N. A., Cheema, F. A., Kamran, A., & Khalid, H. (2014). Impact of Human Resources Practices upon Turnover and Productivity in the Banking Sector of Pakistan. In J. Xu, J. A. Fry, B. Lev, & A. Hajiyev (Eds.), Proceedings of the Seventh International Conference on Management Science and Engineering Management (pp. 1139–1152). Springer Berlin Heidelberg.

Tyson, S. (2016). Essentials of human resource management. London: Rouledge.

Umar, G. (2013). Employee commitment and performance of manufacturing firms. Journal of Research in National Development, 11(1), 40-53–53.

Waititu, F., Kihara, P., & Senaji, T. (2017). Effect of employee welfare programmes on employee performance: A case study of Kenya railways corporation. International Academic Journal of Human Resource and Business Administration, 2(3), 611–631.

Xu, J., Fry, J. A., Lev, B., & Hajiyev, A. (2013). Proceedings of the Seventh International Conference on Management Science and Engineering Management: Focused on Electrical and Information Technology. New York: Springer Science & Business Media.


Refbacks

  • There are currently no refbacks.