Bachelor of Commerce
http://hdl.handle.net/123456789/1291
2024-03-28T15:16:59ZEffects of Employee Recruitment And Selection On Organisation Performance. A Case of Nairobi City County.
http://hdl.handle.net/123456789/1647
Effects of Employee Recruitment And Selection On Organisation Performance. A Case of Nairobi City County.
Nabwire, Nyalala
Employees are the most valuable asset and the success of the Organization is determined by the quality of its employees. Therefore, Human Resource plays a critical role in recruiting and selecting competent staff. However, in some cases the Human resource department gets it wrong leading to poor organization performance. This study has investigated recruitment and selection process in Nairobi City County and found out that lack of following laid down procedures results to nepotism (given it’s a public body) and hiring of unqualified staff thus leading to poor productivity in the organization. It also found that a staff balance between youth and experience is vital to improving organization productivity. Nepotism and corruption is rife in the hiring of staff thus leading to low morale and productivity. The study recommends that policy makers must set up systems whereby all would be employees pass through the recruitment and selection process for evaluation and administration. Besides, internal advertisements should be done away in with in order to bring about competitiveness to the hiring of candidates
2016-09-26T00:00:00ZEffects of Organization Policies On Employee Performance. A Case Study of Bamburi Cement Company LTD
http://hdl.handle.net/123456789/1645
Effects of Organization Policies On Employee Performance. A Case Study of Bamburi Cement Company LTD
Bakari, Zainabu
A written policies and procedures should be at the heart of every organization. While it is not currently required by law that private companies to adhere to written policies and procedures, it is certainly in the best interest of all companies, regardless of their size, to have formal, documented policies and procedures and to periodically verify that they are operating effectively.When an organization has written policies that address potential sources of risk and require employees to know them, one creates awareness of the need for risk management. It is best to ensure that employees comply with company policies intended to minimize risk. The researcher therefore seeks to understand the effect of organization policies on performance. The purpose of the study is to identify the effects of organizational polies on employee performance. This research used descriptive research methods to collect data. This research design was preferred because it ensured that the respondents input are documented as practiced and at the same time it is found to be cheap and cost effective. The locale of the study was in Nairobi where the case study headquarter is located. The institution is strategically located for the researcher accessibility. The study concluded that, even when change is positive, it requires modifying entrenched behaviors and ideas. When changes happen in the workplace, these modifications affect a number of people, all of whom may react differently. Until new policies or practices become established, organizational performance may be affected, often negatively, as employees become accustomed to new ways of performing job tasks or different expectations for personal behavior.
2016-09-26T00:00:00ZEffects of Remuneration On Employees Performance in The Organization: A Case Study of Sisdo Microfinance
http://hdl.handle.net/123456789/1640
Effects of Remuneration On Employees Performance in The Organization: A Case Study of Sisdo Microfinance
Omalla, Hellen
Pay for performance is one of the recognized practices of management. Almost all remuneration plans include incentive and bonus schemes in order to motivate employees’ performance of individuals by rewarding them. The aim of the study was to find out how pay-for performance system can actually affect performance of employees in the organization. Research and Literature indicates that pay-for performance can indeed influence employee’s performance. However there are instances where there are negative effects associated with pay for performance. Pay-for performance is in instances considered controversial owing to the large remuneration packages that management in particular receive as compared to junior employees. Effective pay-for performance plans are found to have a positive effect on the motivation of employees. However the reward preferences differ from one individual to another, therefore it is important to understand individuals and what motivates them than the actual reward offered to them.
2016-09-26T00:00:00ZFactors Affecting Employee Career Development in Public Organizations in Kenya: A Case Study of Nairobi City County
http://hdl.handle.net/123456789/1639
Factors Affecting Employee Career Development in Public Organizations in Kenya: A Case Study of Nairobi City County
Muite, Joyce
Employee career development is faced with constant and unique challenges which call for survival organizations tactics. Therefore, the purpose of the study was aimed at investigating the factors affecting employee career development in public organizations with reference to Nairobi City County. The specific objectives of the study were; to investigate the effect of training and development on employee career development in Public organizations, to assess the effect of performance appraisal on employee career development in Public organizations, to determine the effect of reward system on employee career development in Public organizations and to find out the effect of recruitment and selection policies on employee career development in Public organizations. Study benefits the management, and other researchers. Descriptive research design was used in the study. The target population was 102 respondents. The researcher used stratified random sampling procedure to select a sample size of 51 respondents. Questionnaires were used for collecting data which was analyze using statistical tools and presented using figures and tables. The findings of the study were represented by majority employees as follows; the response for training was 74%, response for performance appraisal was 74%, the response for employee reward systems was 87% the response for recruitment and selection was 82%. The responses indicated that the factors highly affect the Career development and therefore measures need to be taken on them in public organizations. It is recommended that on job training is more vital for career development. Performance appraisal should be done aimed at improving the well being of all employees in their careers. The reward system within the public organizations should be the one which has not discrimination to either the young or the long served employees in the organization. The management of the organization should ensure that there exist recruitment and selection policies which give fair chance to all the categories of employees. By ensuring the above measures the success of the public institutions in career development will be attained without strangling.
2016-09-26T00:00:00Z