Department of Human Resources Development

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Emerging Trends Shaping Contemporary Business Strategy
(Prime Journals, 2012-09-18) Gakure, Roselyn; Keraro, Victor; Okari, Headmound; Kiambati, Kellen
This study constitutes a theoretical review of existing literature relevant to the subject. The study examines and briefly discusses salient issues in conventional business strategy formulation and execution. It identifies and lays significant emphasis on the key emerging trends that have shaped contemporary business strategy formulation and execution. The key trends identified and discussed are; the inclusion of the bottom of pyramid staff and lower level managers, role of technology, outsourcing, alliances, consolidations and networks, globalization, environmental impacts, emphasis on decisions rather than structures, work-life balance, culture, strategic architecture, facilities management, diversification and knowledge management.
The Influence of External Stakeholders and Expansion Strategies on the Relationship between Organisational Resources and Firm Performance
(2013) Mahasi, John; Awino, Z. B.; Pokhariyal, G. P.; Ombaka, Beatrice
For decades, the field of strategic management has focused on the determination of drivers of performance and the causes of variation in performance within and between firms. The frameworks so far identified such as resources, external stakeholders and expansion strategies provide partial explanations to performance. This paper seeks to investigate the drivers and causes of variation in performance from a resource based perspective while considering the joint influence of external stakeholders and expansion strategies. According to the resource based theory, resources are central to a host of organisational actions and outcomes. Resources determine a firm’s response capabilities and response strategies, growth and expansion strategies and can ultimately be leveraged to secure superior performance. Stakeholder theorists have argued that paying attention to and satisfying stakeholder needs is essential to organisational success. However, the influence of stakeholders on firm performance has seldom been articulated. The effect of expansion strategies such as diversification and internationalization on performance has been investigated. The literature review done and the conceptual model developed establish the moderating effect of external stakeholders and the intervening role of expansion strategies on the relationship between resources and performance. The findings will provide useful insights to managers on factors affecting performance and the manner in which they affect performance. This will help refocus strategic effort towards improved performance of the institutions and contribute to the steadily growing knowledge on the drivers of firm performance and causes of variation in firm performance and could possibly guide future research.
Strategic HRM's role in strategic planning implementation by the high education training institutions in Kenya
(International Journal of Human Resource and Procurement, 2013-01) Gichuhi, David; Ragui, Mary
In the turbulent environment facing organizations, strategic human resource management (SHRM) is looked upon as the savior to the strategy implementation. Human resource or human capital is recognized as a major factor for organization's success (Armstrong, 2008). An organization with all the other resources minus effective human resource can accomplish very little of its objectives if any. From O'Regan & Ghobadian (2004), strategic planning is necessary for organizational purpose, realistic goals and objectives, consistency with the organization's mission, communication, priorities, productivity corrective action, consensus, efficiency, effectiveness and teamwork. These reasons create urgency for implementation of the strategic plans for an organization's success. For strategic planning implementation to be achieved, there is need for a 'fit' between the SHRM and the organization's strategy calling for tighter SHRM strategies. This paper is work-in-progress research with main objective being identification of the factors hindering strategy implementation in the higher education institutions (HEIs) in Kenya and corrective action that can be taken to address them. The study will adopt an exploratory approach using a descriptive survey design, which will ensure ease in understanding the insight and ideas about the problem. The main instruments for data collection will be a semi-structured questionnaire and face-to-face standardized interview. Multiple regression analysis will be carried out to establish relationships of the independent variables to the dependent and enable modeling of the factors hindering strategic planning implementation in the higher education institutions (HEIs) in Kenya.
Role of Shareholder Control on financial performance of commercial banks
(2013-03-11) Kiambati, K. Kellen; karanja, Patrick; Katuse, Paul; Waititu, Anthony
This study constitutes a theoretical review of existing literature relevant to the subject. The purpose of this paper is to examine the effect of shareholder control on financial performance of commercial banks. The emerging literature on corporate governance indicate that Shareholder rights reflect the ability of voting stockholders to exercise control over firm assets, remove ineffective or opportunistic management, or effect ownership changes to increase shareholder value. The purpose of this paper is to clarify role of shareholder control on performance of commercial banks.
Role of Board Size on financial performance of commercial banks.
(2013-03-11) Kiambati, K. Kellen; Ngugi, Patrick; Katuse, Paul; Waititu, Anthony
This paper constitutes a theoretical review of existing literature relevant to the subject. The emerging literature on corporate governance indicates that the size of a bank’s board of directors has a direct relationship with its profitability. The size of boards of directors have been claimed to be an important influence on the performance of large firms. For many firms the role of boards’ acts more as a substitute for the development of internal staff and management skills, indicating that for large firms’ directors chiefly support the control role of Chief Executive Officer. In light of advancement, the purpose of this paper is to clarify role of board size on performance of commercial banks.
Linking Human Resource Management to Knowledge Transfer for Organizational Development
(International Journal of Business and Social Science, 2013-09) Wambui, Tabitha Wangare; Wangombe, James Gachahi; Muthura, Margaret Wanjiku
Knowledge is a key element to all the Human Resources and a major reason as to why some companies do better than the others. The more knowledgeable employees are in the organization, the more competitive that organization is. If the management is able to help employees to share this knowledge they have with the rest of the team, the organization becomes more productive. Human Resource Management is the management of an organization’s workforce. Knowledge transfer is the process through which one unit such as department, group, team, division etc. is affected by the experience of another (Argote and Ingram, 2000).Organizational knowledge can be observed through changes in the knowledge or performance of the recipient of the unit. It should always be noted that transfer of this organizational knowledge is not an easy task. Knowledge transfer is of two types: tacit and explicit. Tacit knowledge is more subjectively related to individuals making it difficult to formalize and transmit. Tacit knowledge has inherent value because it is inimitable, rate, unique and path dependent (Ghemawat, 1991). From individual perspective, tacit knowledge is acquired by experience through learning by doing and learning by using (Collins, 1991). On the other hand, explicit knowledge can be codified and is conveyed through formal and methodical language. Knowledge transfer is important to the organization in that it can produce more innovations and organization enjoys better performance if they occupy central network position that provides access to new knowledge developed by other units. Knowledge transfer can be done using two mechanisms which includes face-to-face communication and written media. The role of human resource management is to ensure that the organization has the knowledge that the company need for its success. The management faces a lot of challenges in transfer of knowledgewithin the organization among them being language barrier, trust problems, communication challenges and faulty information.
Managing Workplace Diversity:A Kenyan Pespective
(International Journal of Business and Social Science, 2013-12) Wangombe, James Gachahi; Wambui, Tabitha Wangare; Muthura, Margaret Wanjiku; Kamau, Alice Wangui; Jackson, Solomon Murııki
Workplace diversity is a must have for all organizations in a country incase they want to have social, economic and political gains.Diversity is generally said to mean acknowledging, understanding, accepting, valuing and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual orientation and public assistance status (Esty, Griffin, and Schorr-Hirsh, 1995). By managing diversity, companies interact with different cultures and clients. It increases creativity, productivity, new attitudes, new language skills, global understanding, new processes, and new solutions to difficult problems. Greater agility, better market insight, stronger customer and community loyalty, innovation, and improved employee recruitment and retention. The businesses that fail to see the importance of diversity and inclusion might find themselves unable to attract and retain the kinds of customers, employees, and business partners that will be a requisite in the International Human Resource Management era that we are headed to in the future. It is because of this reasons that this literature was put together in a comprehensive way so as to let all the human resources, management, public and government leaders read and understand the importance of managing diversity at workplace.
The Perceived Supervisor and Organizational support on Organizational Climate
(2014-03) Wangombe, James Gachahi; Wambui, Tabitha Wangare; Kamau, Alice Wangui
ABSTRACT Organizational Climate Was Viewed To Be Comprised Of Qualities That Discriminate One Firm From Another, That Endure Overtime And Help To Control Actions Of Employees Within The Organization (Forehand And Von Gilmer, 1964). Approximately 50 To 70 Percent Of An Organization’s Climate Can Be Traced To Its Leadership Or Management Style. Perceived Organization Support (Pos) Can Be Positive If Reciprocation Of Support And Respect Occurs Between Employer And Employee. If The Reciprocation Does Occur And The Employee Feels That He Or She Is Being Appreciated And Respected For The Work That He Or She Is Doing, The Pos Is Increased (Dean, 1996). If The Respect And Appreciation Is Either Not Present Or Is Not Expressed Adequately, Then The Employee May Begin To Harbor Suspicion, Which May Increase Organizational Cynicism (Eisenberger, 1986). Organizational Commitment May, At That Point, Be Lessened; Thus Jeopardizing The Stability Of The Organization. Reciprocation Can Include A Wide Array Of Things, Such As Pleasing Pay And Benefits, A Promotion, Mutual Respect Between Employer And Employee (Levy, 2013). Good Climate Has Been Correlated With Desirable Outcomes Like Job Satisfaction, Confidence In Management, Effective Commitment, Intention To Quit, Emotional Exhaustion, Faith In Organizational And Performance. It Is Also Linked With Desirable Behaviors Like, Risk-Taking (Strategic), Departure From The Status Quo, Open Communication, Trust, Operational Freedom And Employee Development (Levy,2013). This Reviewed Literature Has Been Put Together For Easy Access To Public At Large.
Organizational Resources, External Environment, Innovation and Firm Performance: A Critical Review of Literature
(2014-12) Ombaka, Beatrice Elesani; Michuki, V.; Mahasi, J.
Organisational climate (OC) plays an important role in the innovation of an organisation. In addition, innovation has become critical for nations, organisations and individuals in an increasingly complex and challenging world. Yet, very few studies are designed to investigate the causal path of the effect of innovation on organisational performance systematically by examining the influence of organisational climate. The purpose of the study has been to consolidate, synthesize and critique the empirical studies that have examined the relationship between organisational climate, innovation and organisational performance. A systematic literature review approach has been followed to find the appropriate studies on these constructs (organisational climate, innovation and organisational performance) and the building blocks of science (concepts, statement and conceptual framework) have been used as a structure to analyse and report on the findings. After consulting 96 major databases, covering a wide range of fields, only seven articles that investigated the causal path between organisational climate, innovation and organisational performance were identified. The differences and similarities on how concepts were used are presented. These differences become particularly apparent when the tools used to measure these constructs are examined. Studying the articles has also resulted in the development of appropriate and comprehensive typologies concerning the variables. The findings also show that models are typically linear and these are affirmed when subjective, rather than objective, measures are used. This research study alerts researchers and practitioners alike about the importance of clear and shared definitions of constructs. Without that meaningful communication, observation on the topic is impossible. The findings also show that the methods of measurement influence results, which should be considered when interpreting the results.
Effect of HIV/AIDS on Social Welfare of Elderly Caregivers in Igembe South Sub-County, Kenya
(International Journal of Science and Research, 2015) Maina, Justus Nderitu; Marete, Jane Gakii
The purpose of this study was to assess the effect of HIV/AIDS on social welfare of elderly caregivers in Igembe South SubCounty. Descriptive survey design was adopted where a purposively selected sample of 220 elderly caregivers were involved in the focus group discussions and key informants interviews. Descriptive statistics was used to analyse the data. The study established that lack of participation in social activities affected the elderly caregivers’ interpersonal relationships negatively and felt that they were treated unfairly by the community because of stigma and discrimination associated with HIV/AIDS. The study recommended that stakeholders like NGOs, CBOs, Government and members of public need to develop and implement programmes that will assist elderly caregivers in prevention stigma and discrimination from the society, hence improve their social welfare.
Organizational Resources, Innovation and Performance of Insurance Companies in Kenya
(University of Nairobi, 2015) Ombaka, Beatrice E.; Machuki, Vincent N.; Awino, Zachary B.; Gituro, Wainaina
In spite of a growing body of literature on firm performance, explaining why firms in the same industry and markets differ in their performance remains a fundamental question within strategic management field. While some researchers have attributed these differences to the resources owned and controlled by firms, others have argued that resources alone do not explain the differences in the firms’ performance. This debate still continues, hence providing room for further contributions. Underpinned by the postulations of resource based theory, dynamic capabilities theory and knowledge based theory; this study contributes to the debate. The study advances the proposition that resources influence performance through the intervening effect of innovation. The proposition is empirically tested using both primary and secondary data from 46 Insurance Companies in Kenya. The results reveal that both tangible and intangible resources have a statistically significant direct influence on non-financial performance despite mixed findings as regards to the independent effects of resources on various firm performance indicators. Innovation was found to have a statistically significant intervening influence on the relationship between resources and non-financial performance. The findings offer some support for the anchoring theories as well as partial support to previous similar studies. In spite of the inherent limitations, the study advances the frontiers of knowledge in confirming the anchoring theories while providing ground for policy direction and managerial practice. Key Words: Organizational Resources, Innovation, Firm Performance, Insurance Companies
Influence of Organizational Culture on Strategic Involvement of Middle Level Managers in Public Forest Sector in Kenya
(Canadian Center of Science and Education, 2015) Simuyu, Alice N.; Mwangi, George K.; Olayo, Julius O.
Relating Leadership Processes, Societal Culture and Knowledge Management: A Theoretical Model.
(Springer, 2015) Muchiri, Michael
This conceptual paper reviews the existing literature on leadership, knowledge management and societal culture, and how these important variables are related to firm performance within the context of Sub-Saharan Africa. Specifically, the paper proposes a conceptual framework which has the potential to explain direct and indirect relationships between leadership, knowledge management and subsequent firm performance. Furthermore, the paper explicates some pathways through which societal culture may influence the relationships among leadership, knowledge management and performance. Based on the research model, we propose several testable research propositions and conclude with a discussion of the future research direction.
The Role of Human Resource Development as a Change Agent
(Science Publishing Group, 2015-08) Muchira, Teresia Njoki; Kiambati, Kellen
For businesses to maintain their position in the market place or gain competitive advantage they need to change constantly. Change helps improve and increase productivity which ultimately increases sales of an enterprise. The growing global competition and the rate of technological advancement foresee a continuing need for change. An organization will require the services of a change agent to assist in in its effort to change successfully. This study examines the role of Human Resource Development (HRD) as a change agent in several areas such as organizational change management, different roles played by the change management, skills and competencies for HRD change agents, the models of change used by the change agents to facilitate change and conclusion. The study ends with recommendations for further research.
Work Progress Feedback and Employees Performance in Organizations: A Case Study of Water and Sanitation Companies in Nyeri County, Kenya
(Scholars Bulletin, 2015-09) Waweru, Beauttah Mwangi; Kiambati, Kellen; Simiyu, Alice
Work progress feedback has played a critical role in creation of a conducive and harmonious relationship in organizations all over the world. Indeed it is one factor that is essential in enhancement of service delivery in organizations. Work progress feedback is the process of providing credible and factual information regarding aspects of employees’ performance or understanding in order to help them meet individual, group and organizational goals. The general objective of the study was to establish whether there is a relationship between work progress feedback and employees’ performance in water and sanitation companies in Nyeri County. Specific objectives of this study were specificity of work progress feedback; mode of work progress feedback and timeliness of work progress feedback on employees’ performance. The study used stratified random sampling to select a sample size of 77 respondents from a target population of 383 employees in Water and Sanitation Companies in Nyeri County. The relevant data was collected using questionnaires from 62 respondents representing 80.5% response rate out of the probable 77. Collected data was analyzed using statistical package for social sciences (SPSS) to generate descriptive and inferential statistics. Frequencies and percentages were generated from the data while linear and multiple regression analysis was done to establish relationship among the variables in the study. The results indicated that water and sanitation companies’ have worked progress feedback mechanisms though inadequate. The study findings revealed that timeliness of work progress feedback and mode of work progress feedback have positive and significant effects on employees’ performance while specificity of work progress feedback was found to have a positive but insignificant effect on employees’ performance. The researcher recommended work progress feedback to be reviewed so as to incorporate inputs from all the parties, the researcher also recommended on providing work progress feedback in time by using appropriate modes. The researcher suggested that future research could focus on other types of composition variables such as workers attitude towards work progress feedback among other variables to establish whether they have an effect on employees’ performance.
Exploring Resources and Performance Relationships in Commercial Enterprises: An Empirical Perspective
(2015-10-07) Beatrice E., Ombaka; Awino, Zachary Bolo; Machuki, Vincent N.; Wainaina, Gituro
Despite a growing body of literature on firm performance, explaining why firms in the same industry and markets differ in their performance remains a fundamental question within strategic management field. Researchers have attributed differences in firm performance to resources owned by a firm but the results remain fragmented and no consensus has yet emerged. Therefore, the debate is still open and this study sought to contribute to the debate and address extant gaps. This study investigated the influence of organizational resources on performance of insurance companies in Kenya. The study was based on a survey of 46 insurance companies in Kenya. The study reports that both tangible and intangible resources have a statistically significant influence on non-financial performance of insurance companies in Kenya. However, there were mixed findings as regards the individual influence of resources on various firm performance indicators. Intangible resources evidenced statistically not significant results individually but when combined, they had a statistically significant influence on non-financial performance. The reverse was true for tangible resources. Based on the findings, implications of the study and suggestions for further study are presented.
Exploring Resources and Performance Relationships in Commercial Enterprises: An Empirical Perspective
(2015-10-07) Ombaka, Beatrice Elesani; Awino, Zachary Bolo; Machuki, Vincent N.; Wainaina, Gituro
Despite a growing body of literature on firm performance, explaining why firms in the same industry and markets differ in their performance remains a fundamental question within strategic management field. Researchers have attributed differences in firm performance to resources owned by a firm but the results remain fragmented and no consensus has yet emerged. Therefore, the debate is still open and this study sought to contribute to the debate and address extant gaps. This study investigated the influence of organizational resources on performance of insurance companies in Kenya. The study was based on a survey of 46 insurance companies in Kenya. The study reports that both tangible and intangible resources have a statistically significant influence on non-financial performance of insurance companies in Kenya. However, there were mixed findings as regards the individual influence of resources on various firm performance indicators. Intangible resources evidenced statistically not significant results individually but when combined, they had a statistically significant influence on non-financial performance. The reverse was true for tangible resources. Based on the findings, implications of the study and suggestions for further study are presented.
Employee empowerment in service recovery and customer loyalty in the hospitality industry in Kenya
(2015-12) Wanjau, Kenneth Lawrence; Mung’atu, Joseph; Gichira, Robert; Wamuyu, Stephen Njuguna
Pedagogical skill of part-time lecturers effects on quality of university education in public universities in Kenya
(2016) Wambui, Tabitha Wangare; Ngari, . James Mark; Waititu, Anthony
The study aimed at establishing the effect of pedagogical skills of part-time lecturers on quality of university education in the public universities in Kenya. The study was driven by the complaints by many authors, Federation for Kenya Employers (FKE) and the Commission for University Education Kenya (CUE) which had pointed out again and again that the quality of university education has gone down. The study employed descriptive research design and correlation research design. It targeted external part-time lecturers, internal part-time lecturers and Heads of Departments from the public universities that were established from 2000 and chartered in 2013. Simple random sampling was used to pick the 241 respondents. The questionnaires duly filled and returned were 202 which constituted 84% of the response rate and this was a good threshold for further subsequent analysis. ANOVA was used to test the hypothesis. Simple linear regression was also done to establish whether the independent variable explained dependent variable. The study established a positive relationship between predictor variable and outcome variable. One of the major finding was that half (50%) of part-time lecturers were not teachers by profession.
The Effect of Quality of Service on Customers’ Loyalty to Financial Institutions: A Survey of Financial Institutions in Nyahururu Town, Kenya
(Journal of Marketing and Consumer Research, 2016) Makokha, Elizabeth N.; Njuguna, Mary Wairimu; Gichuhi, M.David
The financial institutions in Nyahururu have experienced a scenario in which customers shift loyalty to different institutions over time, a situation that has led to managers’ complaints on matters of customers’ retention. This study aimed at examining the factors that influence customer loyalty to financial institutions in Nyahururu town. The study objective was to examine the effect of quality of service on customers’ loyalty to financial institutions. The study was based on the Loyalty Business Model as advocated for by Strorback, Strandvik, & Gronroos, (1994) and customer loyalty theory by Reynolds (2015). Descriptive survey design was applied with a target a population of 28860 staff members and customers served by the 6 Micro-Finance institutions in Nyahururu, Kenya. A stratified sampling method was applied to obtain 384 staff members and customers from 6 Micro- finance institutions in Nyahururu Town. Primary data was collected through the use of questionnaires. The data collected was sorted and then coded before analysis. Data was analyzed quantitatively and qualitatively. In descriptive data analysis, mean, standard deviation and percentages were used. The SPSS computer program was used to aid in analysis. Multiple linear regression and correlation model was also used to analyze data by establishing the interrelationships between independent and dependent variable. Implementing the recommendations from the study would be useful to financial institutions seeking to improve the customer loyalty. This research study has also contributed to the body of knowledge on the best practices of retaining customers within financial institutions.