Considering human capital theory in assessment and training:mapping the gap betweem current skills and the needs of a knowledge-based economy in northeast Iowa

Mihm-herold, Wendy Ann

doi:10.31274/etd-180810-1946

Cited by 2 publications

(2 citation statements)

References 58 publications

(104 reference statements)

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“…The human capital theory was first postulated by Becker (1962) who posits that investment in human capital in the form of on-the-job training tends to raise future employee productivity when compared to school training. The human capital theory emphasises employee knowledge, competencies and attributes which are incorporated into employees' ability to generate economic value at an individual and organisational level (Mihm-Herold, 2010). Human capital is a unit-level resource that is linked to the organisational ability to generate economic value from the people (Ployhart & Hale, 2014).…”

Section: Theoretical Reviewmentioning

confidence: 99%

Strategic Human Resource Planning and Service Delivery in County Governments in Kenya

Roba,

Wachira,

Mwenda

2024

Int. j. adv. res.

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Strategic human resource management in public sector organizations enables governance arrangements that promote efficient service delivery. However, service delivery in county governments in Kenya gets stymied by both human resource and funding constraints. Due to contextual gaps in the strategic human resource management practises in county governments in Kenya, the study evaluated the role played by strategic human resource planning on service delivery in Kenya. The study adopted a descriptive design and systematically examined the HRM practises by sampling 140 respondents (47 county secretaries, 47 county directors of HRM and 46 municipality managers from municipalities based at the county headquarters of 46 counties) through interviews and questionnaires. The respondents were selected based on their operational and functional human resource management roles in various units in the 47 counties. The research instrument was validated through a review by a panel of supervisors and a pilot testing exercise. The qualitative reports indicated that the county governments can attract qualified and competent persons with critical skill sets to match the various job descriptions and optimally sustain service provisions at the county level. The correlation analysis indicated that service delivery positively correlated with strategic HR planning practises (r = 0.6510, p< 0.05) at 0.05 significance levels, while the regression analysis indicated that strategic HR planning practises explains about 41.61 % variance in service delivery with an effect size (β1 = 0.6451 (t = 8.97, p< 0.05). Based on the findings, the study concludes that strategic human resource planning practises hold a positive and significant potential impact on service delivery in county governments in Kenya. The study recommends proactive planning and proper structuring of the county workforce based on knowledge, skills, abilities, and other characteristics

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Section: Theoretical Reviewmentioning

confidence: 99%

Strategic Human Resource Planning and Service Delivery in County Governments in Kenya

Roba,

Wachira,

Mwenda

2024

Int. j. adv. res.

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“…In a changing environment, many countries focus on human capital in order to build and strengthen a skilled labor pool that will allow the country to maintain a competitive edge in a knowledge-based economy (Wendy, 2010). Further, organizations are making great efforts to properly adjust to the changing environment to enhance their competitiveness (Lim & Nam, 2007).…”

Section: Introduction Background and Research Gapmentioning

confidence: 99%

Challenges of Access to Training Fund Among Civil Servants in Kenya

DINDI

2015

strategicjournals.com

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The public sector plays the particularly important function of providing public goods and public services, and maintaining public order. Hence, public organizations should pay attention to human resources development. Without training and development, government agencies cannot maximize their use of human capital. With the rapid pace of globalization and technological change today, all organizations have to continually train their workforce to keep pace with their competition. The Kenyan government has been supporting the building of technical, managerial and leadership competencies of the employees in the public sector with the aim of enabling them to meet the demands of providing efficient, effective and hands-on services to citizens. This can be evidence by the launch of the Training Revolving Fund (TRF) in 2011/2012. However, in spite of these efforts, there have been deficiencies on work performance, a clear indicator of inadequate or complete lack of training amongst civil servants in Kenya. The general objective of the study was to establish the challenges of access to training fund among the civil servants in Kenya. Kenya. This study adopted a descriptive research design. The population of the study was all the civil servants working in the government of Kenya. The study used a formula to calculate the sample since the population is greater than 10,000. This yielded a sample size of 265. The study used simple random sampling to select the respondents. The study used primary data which was collected using a questionnaire. The questionnaire was self administered using a drop and pick later method. A pilot study was conducted in order to establish the validity and reliability of data collection instruments. The pilot test was based on 5% of the sample population. The study used quantitative techniques in analyzing the data. This included descriptive and inferential statistics. Specifically, the descriptive statistics included; frequencies and percentages while the inferential statistics included a multiple linear regression. The organised data was interpreted on account of concurrence to objectives using assistance of computer packages especially Statistical Package for Social Sciences (SPSS) to communicate the research findings.The analyzed data was presented in charts and tables. This enhanced easier interpretation and understanding of the research findings. Based on the findings the study concluded that awareness about training fund details has an effect on the access of training funds among civil servants in Kenya. Based on the findings the study also concluded that bureaucracy of administration of the training fund and borrowing requirements also influence the accessibility of training funds among civil servants in Kenya. Furthermore, based on the findings it was possible to conclude further that cost of acquiring training funds influenced accessibility to training funds. From the study findings, it is recommended that accessibility of training funds be made possible, available and affordable. Strategi...

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Considering human capital theory in assessment and training:mapping the gap betweem current skills and the needs of a knowledge-based economy in northeast Iowa

Cited by 2 publications

References 58 publications

Strategic Human Resource Planning and Service Delivery in County Governments in Kenya

Strategic Human Resource Planning and Service Delivery in County Governments in Kenya

Challenges of Access to Training Fund Among Civil Servants in Kenya

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