Human Resources

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Influence of Flexible Work Practices on Employee Performance in Institutions of Higher Learning in Kenya: A Case of Selected Universities in Nyeri County
(AJEST, 2023-04) Dikirr, Sammy N.; Omuya, Jacqueline
Work flexibility offers employees a balance between their professional and personal lives, leading to job satisfaction and high performance and an overall improvement of the organization as a whole. Work flexibility is very important, and with digital advancements and improved technology, employees are able to continue their work anywhere they wish, provided they have an internet connection. The general objective was to examine the influence of flexible work practices on employee performance in institutions of higher learning in Nyeri County, Kenya. The study was anchored on Self-determination theory, Three Stage Model for Talent Management and Spill Over Theory. This study employed a descriptive research design. The target population for the study was 1300 staff of Karatina University and Dedan Kimathi University. The study applied stratified random sampling to sample 260 staff. The study used questionnaires to collect data. A pilot was conducted with 10% of the sample size hence 26 staff. Content validity was tested using factor loadings. Cronbach’s Alpha Coefficient method was used to check reliability. Quantitative data was analyzed using descriptive (frequency, percentage, mean,) and inferential statistics (correlation and regression) with the help of SPSS version 28. Data was tabulated and presented in tables. Ethics were observed before, during, and after data collection. Findings show that; there is a strong significant relationship between flexi time and employee performance (r=0.467, p=0.005), a moderate significant relationship between leave and employee performance (r=0.348, p=0.000), a weak significant relationship between tele working and employee performance (r=0.240, p=0.000), and a strong significant relationship between job sharing and employee performance (r=0.511, p=0.022). The study recommends that; the institutions should embrace flexibility in relation to the work schedules of the staff, the institutions should come up with policies that will guide on how to compensate staff who are recalled to work while on leave, the institutions should organize training for the staff especially on use of technology, the management should also establish a culture that promotes sharing and have proper plans for conducting orientations and inductions to ensure effective onboarding of new personnel.
Organization’s Human Resource Practices: Determinants of Employees Retirement Preparedness in the Context of Kenya
(Science Publishing Group, 2020-07) Gathiira, Githaiga; Muathe, Stephen; Kilika, James
The premise that human resource (the people) is the most valuable of all organizational resources presupposes the need for organizational strategies to secure the future of both the organization and employees. The role played by employer organizations in employee separation planning is imperative in providing insight into the human resource practices geared towards employees’ eventual retirement. However, separation decisions are ignored in theory and practice, and even the little attempts made has inherent weaknesses. This has left employees’ retirement planning being a concern of individuals just about to retire or otherwise plunging into retirement life without planning at all. Separation planning predicts higher levels of individual’s postretirement adjustment across various occupational settings in both public and private sectors. There is therefore need for judicious management of retirement transition by individual employees and employers through promotion of sound human resource practices. The human resource practices should intentionally influence individual employee’s retirement behaviours by triggering planning for the eventual separation and hence retirement preparedness. The purpose of this study was to assess the effect of organization’s human resource practices and retirement preparedness among public secondary school teachers’ in Kenya. The target population was 1,238 teachers aged 50 years and above, employed in public secondary schools by the Teachers Service Commission in Kirinyaga and Murang’a Counties by 2017. A representative sample of 334 respondents was selected using multistage sampling technique. Data was collected using semi structured questionnaire and interview guide. Logit regression was used to establish the relationships between variables in the study and to test hypotheses at P ≤ 0.05 at 95% confidence level. The study found that human resource practices influence retirement preparedness positively. The study therefore concluded that sound HR practices should be put in place by the employer organizations to offer conducive environment that make employee separation planning and retirement preparedness possible. The study recommended the government through its agencies and/or Commissions to enact frameworks that enforce, monitor and evaluate diversified human resource practices for employer organizations to establish policies and guidelines that facilitate employees’ engagement in programmes that ensure a continuous process of separation planning for successful retirement preparedness.
Embracing the Human Resource Department Role in Modern Organizations
(“Scholars Middle East Publishers, 2016-08) Waweru, Beauttah Mwangi

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