School of Business and Management Studies

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    Effect of Information Technology On Human Resources Performance: A Case Study Of Family Bank
    (2015-06-17) Kinyua, Mirung`u
    The aim of this study is to access the effect of information technology on human resources performance, the factors influencing adoption of information technology in banking industry. Information and communication technology (ICT) has in particular brought a complete paradigm shift on the employee’s performance to achieve this the study was conducted within Family Bank Limited with the population of 530 human resource personnel managers. The banking sector is one of the most important economic sectors and the most influential and responsive to changes, whether international or domestic. The most important of those changes include technological developments. Questionnaires were used to collect data from the staff and interviews were done. The questionnaires consisted of both close ended and open ended questions. The descriptive research design was used and the sampling design of the study was stratified sampling where the target population was picked randomly. Both primary and secondary data was used in the study. The data collected for the study was closed summarized, tabulated and analyzed both qualitatively and quantitatively the study used descriptive statistics of tables’ frequencies and inferential explanation of the results. The findings were the information technology affects the management of the business positively. From the findings, the respondents indicated that number of customers, profitability, market share, sales turnover and number of employees greatly improved the performance improved on the banks performance because the employees gives the best quality service which eventually increases on the organization profitability.
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    The Effects 0f Performance Appraisal On Employees Performance. A Case Study of Ramco Printing Works Limited
    (2015-06-17) Kwamboka, Mangera
    The purpose of this study is to find out the effects of performance appraisal on employee performance. A case study of Ramco Printing Works. The main objective was to determine the effects of performance appraisal on employee’s performance, and the kind of perception the employees have towards the system. The study will be of benefit to the management of Companies and more so the human resource department as it was assist in identifying causes of high labour turnover being experienced in the organization and measures that can be used to curb these labour turnover challenges. A Case study research design was adopted for the study where the target population was comprised of 150 employees of Ramco Printing Works who was drawn from different departments. Stratified, random sampling technique was used to collect a sample size of 50 employees to represent the target population for the study. Questionnaires was used as the data collection instrument and was contained both open and closed ended questions. Data analysis was done using descriptive statistics such as percentages and frequencies, and presentation was in the form of tables, graphs and charts. The finding of the study will revealed how employees of Ramco have varied opinions regarding the appraisal system in place.
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    Effects of change on employee performance in organizations
    (2015-06-17) Mwanzia, Grace
    Change is an inevitable part of business; however, for some it is an easier process to deal with than it is for others. When a change is introduced, employees often resist it and the status quo becomes disrupt which can have some negative effects for the organization. The research was limited to higher learning institutions in Kenya and specifically Africa Nazarene University with objective to understand effects of change on employee performance. The findings of this study will help management of higher learning organizations to identify the fundamental effects of change which might affect employee performance and employ them towards achieving its goals and objectives. This research used descriptive research methods to collect data. The target population of interest was 250 employees who are working in different levels namely; top level management, middle level management and support staff of management in Africa Nazarene University. Stratified random sampling was used to get the sample size of the study and it involved dividing population into homogenous subgroups and then taking a sample in each subgroup. The main tool for collecting data was the questionnaires which were analyzed using quantitative and qualitative technique. The study discovered that 67% of the respondents agreed that they have experienced change in the organization and 34% of the total respondents indicated fear of loss of job is the main change which is likely to have more effect on employees in an organization. The study also stated that 33% of the total respondents noted that change in management is the cause of change in an organization and 38% of the respondents stated that reengineering processes is the best level of organizational change that best describes organization. The study recommended that proper working environment and adequate rewards and bonuses should be considered in the organization especially whenever management introduces a change in the organization. Management must fully involve all the stakeholders of the organization whenever a change is introduced in the organization. The study further recommended that employees should be given more significant say when a change is being introduced in the organization as this will promote self assessment and a sense of responsibility thus making their jobs more productive.
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    Effects of Employee Grievances in Organizational Performance in Kenya: A Case Study of The National Treasury.
    (2015-06-17) Njeri, Mercy
    The main purpose of the study was to find out the effects of employee grievances on organizational performance in reference to the National Treasury, Kenya. The study was guided by the following specific objectives: To determine the effect of grievance procedures, to establish the various terms of service available within the ministry, to find out how employees relate within the ministry, to determine the benefits entitled to employees within the ministry. In this study descriptive research design was employed in collecting and analyzing data. The main data collection instrument was interviews and questionnaires. The researcher target’s were the employees at the National Treasury. The researcher sampled at least employees from all the departments in the Ministry in order to have an accurate overview of what the entire employees’ think about organizational performance. The main instrument for collection of data for the study was questionnaires. Both structured and unstructured questions were used to collect data from respondents. The data was analyzed both qualitatively and quantitatively.
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    Effects of Employee Recruitment And Selection On Organisation Performance. A Case of Nairobi City County.
    (2016-09-26) 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
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    Effects of Employee Recruitment and Selection on Organisation Performance. A Case of Nairobi City County
    (2015-06-17) Mulaa, Lilian
    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
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    Effects of Motivational Incentives on Employee Performance in Small and Medium Enterprises in Kenya: A Case Study of Family Bank
    (2015-06-12) Gichuru, Caren
    The overall objective of this study was effects of motivational incentives on employee performance in small and medium enterprises in Kenya. The Specific objectives included finding out the effects of remuneration, growth opportunities, training programs and service awards on employee performance. This study adopted descriptive research design. The target population was 52 staff members from Family Bank, Head office. Census design was used in sampling. Data collection was through questionnaires which were analyzed both quantitatively and qualitatively after data collection. There study established various ways in which employees were motivated namely pay and benefits, growth opportunities, work conditions, staff training and service awards. There is a relationship between motivational incentives and employee performance. Motivation improves level of efficiency of employees. The level of a subordinate or an employee does not only depend upon his qualifications and abilities. Motivational incentives affects employee performance in an organization in various ways such as increased output, boosting employee morale, improved participation and improved employee relations. Motivational incentives affect employee performance to a very great extent. The study recommends that to use salaries as a motivator effectively, personnel managers must consider four major components of a salary structures. It is also important to ensure that the prevailing pay in other establishments is taken into consideration in determining the pay structure of their organization. An employee performance appraisal process runs a few times during the year. If designed appropriately, significantly more information can be captured and analyzed by organizations. The management should maintain effective communication with staff to identify their needs, allow for suggestions through open door policy and giving prompt feedback..The sharing of a company's profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company. The researcher recommends that the study be extended to manufacturing firms and other institutions with adequate time provision.
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    Effects of Motivational Incentives on Employee Performance in Small and Medium Enterprises in Kenya: A Case Study of Family Bank
    (2016-09-26) Gichuru, Karei
    The overall objective of this study was effects of motivational incentives on employee performance in small and medium enterprises in Kenya. The Specific objectives included finding out the effects of remuneration, growth opportunities, training programs and service awards on employee performance. This study adopted descriptive research design. The target population was 52 staff members from Family Bank, Head office. Census design was used in sampling. Data collection was through questionnaires which were analysed both quantitatively and qualitatively after data collection. Their study established various ways in which employees were motivated namely pay and benefits, growth opportunities, work conditions, staff training and service awards. There is a relationship between motivational incentives and employee performance. Motivation improves level of efficiency of employees. The level of a subordinate or an employee does not only depend upon his qualifications and abilities. Motivational incentives affect employee performance in an organization in various ways such as increased output, boosting employee morale, improved participation and improved employee relations. Motivational incentives affect employee performance to a very great extent. The study recommends that to use salaries as a motivator effectively, personnel managers must consider four major components of a salary structures. It is also important to ensure that the prevailing pay in other establishments is taken into consideration in determining the pay structure of their organization. An employee performance appraisal process runs a few times during the year. If designed appropriately, significantly more information can be captured and analysed by organizations. The management should maintain effective communication with staff to identify their needs, allow for suggestions through open door policy and giving prompt feedback. The sharing of a company's profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company. The researcher recommends that the study be extended to manufacturing firms and other institutions with adequate time provision
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    Effects Of Occupational Welfare On Employee Productivity In Organization: A Case Of Safaricom
    (2015-06-17) Waweru, Samuel
    Today, due to much focus on employees’ performance, quality of work life and how it relates to employee performance in safaricom Centre has been long overlooked. As such this study aims to determine the effects of occupational welfare on employee productivity in organization. The study was guided by four prime objective, that is: To find out the affects of occupational welfare on employee productivity in organization, to identify ways that can improve the quality of work life on employee productivity in organization, to establish the importance of employee performance measurement on employee productivity in organization, to identify the importance of motivation on employee productivity in organization. Stratified random sampling procedure was used to arrive at the sample of employees. A semi -structured questionnaire was used to collect data from the 146 employees who took part in the study. Quantitative data was collected and analyzed and presented in frequencies and percentages in tables and figures with accompanying descriptive details. The study established that the factors that contribute to occupational welfare at the Safaricom Centre are working environment, training and development, compensation and rewards, management involvement, motivation and communication. While analyzing the affects of occupational welfare on employee productivity in organization. The study established that there was a strong correlation among all the quality of work life variables tested to employees performance .The study concluded that variables that contribute to a better quality of work life should be taken into consideration by the management when addressing performance concerns. On the basis of the study, it was suggested that further studies should be done by taking each individual factor which would bring out an exhaustive and most comprehensive view of the relationship between the occupational welfare and employees’ performance and further studies should be done on other contact centers in Kenya.
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    The Effects of Off-The-Job Training and Organizational Productivity: A Case Study Of The Christian Medical And Dental Association Of Kenya
    (2015-06-17) Guni, Amos
    Organizational productivity is the primary focus of any existing firm, either for profit or not for profit. Training has therefore become an issue that has to be faced by every organization. This study, therefore, seek to determine the impact of Off-the-job training and organizational performance. It gives the background of the study, statement of the problem, purpose of the study, limitations of the study, scope, theoretical framework and definition of terms. The study further reviews past literature done by different authors, identify the importance for off-the-job training, key indicators of organizational productivity, theoretical models linking training to organizational performance and establish a relationship between off the job training and behavior change/modeling. Finally, the research proposal contains data presentation and analysis, data collection instruments, target population and sampling strategy, research design and locale of the study.
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    Effects of Organization Policies on Employee Performance. A Case Study of Bamburi Cement Company Ltd
    (2015-06-17) 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.
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    Effects of Organization Policies On Employee Performance. A Case Study of Bamburi Cement Company LTD
    (2016-09-26) 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.
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    Effects of Organizational Restructuring on Employee Performance in Kenya: A Case Study of Nairobi City County
    (2015-06-17) Mugoya, Linet
    This study was carried out to establish the effects of organizational restructuring on employee performance. Many organizations as a result of increased competition have always opted to restructure in order to flow with the operating market trends and follow what is offered in the needy market. As a result of this, certain strategic decisions ought to be undertaken which includes embracing ICT, innovation and creativity, motivating employees, restructuring business operations, resetting HR policies among others. The study was timely since to be a benchmark in business, businesses must find better ways of undertaking their business operations and in this case, either remain the same, embrace change or restructure. The study objectives were to determine how employee restructuring affects employee performance; to establish the effect of management change on employee performance; to determine how change in service delivery practices affects employee performance and to establish how technology affect employee performance in Nairobi City Water and Sewerage Company. The researcher looked at past studies and what different authors have said about the problem under study. Being a case study, descriptive research design was used and data was collected using structured questionnaires. The questionnaires were distributed using random sampling technique in each cadre. Data was collected and analyzed using descriptive statistics. The data was then be used to make comparative analysis in the finding. The researcher used frequency tables to summarize the data collected, bar charts and pie charts were also be used to compliment the frequency tables and fully illustrate the data information gathered. Analyzed results will form the basis of the conclusion and possible recommendations
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    Effects of Remuneration On Employees Performance in The Organization: A Case Study of Sisdo Microfinance
    (2016-09-26) 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.
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    Effects of Remuneration on Employees Performance in the Organization: A Case Study of Sisdo Microfinance.
    (2015-06-12) Awino, 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.
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    Effects of Rewards Systems on Employee Performance. A Case Study of The Nairobi County Government
    (2015-06-17) Kamotho, David
    The success of any organization depends on the ability of the managers to provide a motivating work environment for its employees. This helps the organization in not only having more productive employees but also in employee retention. By understanding the needs of the employees, managers can understand what rewards to use to motivate them to improve their performance. According to Armstrong and Murlis (2007), reward systems and recognition are consistently acknowledged by organizations and managers as an important tool in motivating individual employees. Rewards are used by organizations as a bait to attract and retain highly qualified employees thereby minimizing organization expenditure in terms of cost and time that would have been incurred in recruitment processes. Reward systems are the clearest ways managers and leaders of an organization can send a message to employees about what they consider important. A great deal of the way people behave in an organization is influenced by the way they are measured and rewarded (Kasser, 2002).According to Attwood (2006), traditionally most reward and recognition programs were vague and often given in response to managers’ perception of when an employee performed exceptionally well. There were no set standards by which exceptional performance could be measured, and it could have meant anything from consistent punctuality, assisting other departments or even having a good attitude. While according to Blyth (2008), things have changed in current organizations as organizations understand the great benefits achieved by incorporating rewards, job satisfaction, motivation and performance with their business strategies. To achieve desired organizational goals, reward systems should be perfectly aligned to organizational strategies (Allen and Helms, 2002)
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