Employee performance at Kenya Forestry Research Institute has been found to be poor, with more than one third of organization’s employees failing to meet deadlines, regarding accomplishing their tasks or organizational targets. This study sought to investigate the effects of job promotion practices on employee performance in Kenya Forestry Research Institute in Muguga, Kenya. The study was anchored on expectancy theory. The study used a positivism philosophy and a descriptive research design. The unit of analysis was Kenya Forestry Research Institute. The target population was all the 178 staff working in Kenya Forestry Research Institute in Muguga. A sample of 121 respondents was selected through stratified random sampling. A semi-structured questionnaire was used in collecting primary data. A pilot study was conducted to ensure the data collection tool is reliable. Analysis of qualitative data was carried out through thematic analysis. Descriptive statistics focused on frequency distribution, percentages, mean and standard deviation. Components of inferential statistics include; Pearson correlation coefficient and multivariate regression analysis. Both descriptive and inferential data was analyzed by the help of SPSS Version 25. The results obtained were presented both in tables as well as figures (pie charts and bar graphs). The study found that job promotion practices have significant effect on employee performance in Kenya Forestry Research Institute. Further, the study found that employees acquire new skills through job promotion. Henceforth, the study recommends that Kenya Forest Research Institute Headquarter should consider leadership abilities, attitude of staff and review past performance when promoting staff so as to improve on their overall competency skills. JEL: J01; J81 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0778/a.php" alt="Hit counter" /></p>
Electronic governance is a strategic intervention that government agencies implement streamline operations and improve service delivery. Although e-governance is linked to performance, the effect of e-governance on employees' performance has not been exhausted empirically. Therefore, the objective of this study was to investigate the influence of e-governance on employees' performance in the Immigration Department of the Ministry of Interior and Coordination of National Government in Kenya. The study adopted a descriptive survey research design which was cross sectional in nature. The target population for the study was 516 comprising employees of the immigration department from three selected locations in Nairobi City County, Kenya. A sample size of 103 respondents was selected using stratified proportionate random sampling. Data was analyzed using descriptive statistics and regressional analysis. The results revealed that e-governance practices have been adopted at a moderate level despite considerable influence on employees' performance. Further the findings showed that electronic governance as indicated by e-visa processing has a statistically significant influence on the employees' performance. The study recommends that the immigration office should provide an effective online feedback system for e-visa processing that would provide real-time service delivery.
Despite the progress made in implementation of Agency Banking both the Commercial Banks and the Agents have not realized the expected results. The study aimed at establishing the relationship between training needs assessment, on-the-job training, off-the-job training and training evaluation and the performance of agency banking Kenya. The study was guided by the Human Capital Theory, Resource Based Theory, and Experiential learning theory, Reinforcement theory and Balanced Scorecard. The study adopted a descriptive research design. The study targeted a population of 882 comprising Agency Banking Managers, Agency Banking Supervisors and Bank Agents ans selected a sample of 268 respondents. Primary data was obtained using self-administered open and closed ended questionnaires and an interview guide. Secondary data was obtained from the banks record on profitability, market share and number of transactions. Data was analyzed for descriptive and inferential statistics using Statistical Package for Social Sciences (SPSS Version 25.0). The information was presented in form of tables and graphs. The study found out that training needs assessment influences performance of agency banking in Kenya to a great extent. The study also found that transfer were used in the banks and it provided experience in other areas. The study concluded that Training Needs Assessment had the most influence on the performance of agency banking in Kenya, followed by onthe Job Training, then by Training Evaluation and the least was off-the Job Training. The study recommends that the commercial banks should assess their agents' needs for training and development more often and conduct them as need arises. Further, the study recommends that the commercial banks should give equal opportunity and chance to every employee to participate in the training programmes.
Purpose: The objective of the study envisaged examining moderating effect of human resource policies on balanced contract and performance of academic staff in selected public universities. Methodology: This study was conducted using descriptive and explanatory research design. Equity theory, proposed by Adams (1963) and regarded as a justice theory, anchored this study. This study targeted six public universities whose student population are above 15,000 and a minimum of 4 similar schools across the universities. The target population was 6 selected public universities with a population size of 6,271 academic staff. The sample size was 362 academic staff of the selected schools, in the selected public universities. Primary data was collected using a questionnaire, bearing both structured and semi-structured questions. Given that the dependent variable in this study is continuous, multiple linear regression was performed in this investigation. The hypotheses was tested from the regression model output and presented by way of Υ=β0+ β1Х1 + β2Х2 + β3Х3 + ε. Findings: The study findings demonstrated that human resources policies significantly moderated the relationship between balanced contract and performance of academic staff in selected universities in Kenya. The study concluded that progressive and interactive human resource policies communicate the values the institutions attribute to staff and can cause either sustainable performance of staff or negatively impact on the type of contract between employees and institutions. These policies also affect directly, the performance of staff by determining their level of job satisfaction. Equity theory, asserts that employees attempt to preserve parity between their contributions to a job and the rewards they receive, as compared to others' perceived contributions and incentives. Unique Contribution to Theory, Practice and Policy: The study finally recommends that human resource departments streamline existing HR policies and formulate new policies that will enable recognition of existence of various psychological contracts and provide ways of ensuring employees adopt balanced contracts that will have positive impact on staff performance.
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