The current problem facing Performance Contracting (PC) in Kenyan public enterprises has been attributed to the failure of organizations to cascade the concept to individual employee level, leading to a discrepancy between the results of PC and the reality on the ground. The purpose of this study was to examine the effect of performance target setting in performance contracting on Kenyan Public Enterprises Employees Performance. The study used the descriptive survey design to collect the views and opinions of respondents working in KENGEN (Okaria) in Naivasha. The target population was 600 in which 235 respondents was the sample for the study. Presentation of data used descriptive statistics such as frequencies and percentages and inferential statistics used were using Pearson correlation coefficient and linear regression technique. Particularly, the correlation analysis was undertaken to test the hypotheses of the study. The findings established that there was a strong positive correlation between performance target setting and employee performance. The null hypothesis that there is no correlation between performance target setting and employee performance was rejected. The study concluded that performance contracting had a strong positive effect on employee performance in public enterprises in Kenya and thus need to ensure performance target setting is well organized and planned. From the findings the study recommended that performance target setting in performance contracting be expanded to cover all areas of the organization and be cascaded to all employees of the organization and that evaluation be linked to some incentive system so that performance can be sustained.
Introduction Any business is required to comply with rules that are set for the specific type of business so as to operate without difficulties and interference from either the government or local authorities where the business is situated. Globally, entrepreneurs are expected to possess a wide variety of licenses and trade permits for legitimacy. However, Nteere (2012) notes that, though many governments have made significant strides in reforming the legal and regulatory framework, some existing laws and regulations still remain a hindrance to the growth of SMEs. Abor and Quartey (2010) while studying the registration procedures for SMEs in Ghana cited the complexity of SMEs' registration and indicated that 127 days are needed to deal with licensing and registration alone while 16 procedures should be followed while registering a business in Ghana. The registration process in South Africa is even more complicated with 176 days required for licensing issues with 18 procedures in place. Studies in Kenya regarding registration and certification of SMEs demonstrate a complex and tedious process that require money and time. This at times forces the entrepreneur to evade some of the procedures, which in the longrun ends up being costly due to the penalties involved. Muraguri (2010) states that SMEs in Kenya are required to adhere with the Business Names Act and register a business name, a process that takes 3 days and costs 100 shillings per reservation. In addition, any entrepreneur registering a business is required to pay stamp duty valued at 1% of the nominal capital of the business in addition to 2005 shillings for memorandum and articles and 100 shillings as bank commission (Nduna, 2017). Depending on the business type being registered, the entrepreneur might be required to sign a declaration of compliance form before a commissioner of oaths at a cost of 200 shillings; a process that takes one day (Muraguri, 2010). The entrepreneur is also required to pay for a business permit from the local authority whose cost varies depending on the type of business whereby in most cases the minimum cost is 5000 shillings (Nduna, 2017).
In the current Information Age the success of any department within an organization world over is centered on the extent to which it is able to adopt and adapt to new changes in Information technology (IT). Human Resource Function is one of the key departments but has been lagging behind in adoption of this Technology. This study aimed at understanding the reason for this sorry state of affair by investigating the extent to which IT policy Framework, IT Implementation, IT Literacy and IT Infrastructure determine the adoption of IT in the Human Resource function in Kenyan public universities. The study used inferential survey research design where both qualitative and quantitative techniques were employed to analyze data. Spearman's rho was used to test the null hypotheses there is no significant correlation between independent variables and dependent variable. In addition the researcher used the Ordinal Logistic Regression Analysis to model the relationship between Human Resource Function and the predictor variables. The main findings of the study are that there is a positive significant relationship between the independent variables and dependent variable. Basing on the study it was suggested that for proper adoption of IT in the HR Function within the Kenyan public universities it is important to ensure there is an IT policy that employees are aware of. Second, there is need to have a well planned and organized IT implementation procedure. Third, Management should promote and organize IT literacy skills training and finally, provide adequate IT infrastructure to facilitate IT adoption.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.