STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES ON PERFORMANCE IN SELECTED PUBLIC UNIVERSITIES IN KENYA
Doris Naitore - Master of Business Administration, Kenyatta University, Kenya
Dr. Rosemarie Wanyoike - Kenyatta University, School of Business, Department of Human Resource Management, Kenya
ABSTRACT
Despite the fact that Strategic Human Resource Management (SHRM) influences organizational performance, it is revealed from Human Resource Management literature that public organizations and more specifically Public Universities in Kenya are experiencing deteriorating performance due issues associated to failure to embrace SHRM practices thus the need for this study to unfold the research gaps. High turnovers, periodical strikes and boycotts, service inconsistencies among Public Universities are issues associated to poor Human Resource Management Strategies. This study sought to investigate the effect of strategic Human Resource Management on performance of selected Public Universities in Kenya. The first objectives of the study was to establish that influence of human resource planning on performance of selected Public Universities in Kenya and the second objective was to determine the effect of staffing and retention on performance of selected Public Universities in Kenya. This study adopted descriptive research design. The target population of the study comprised of 13 Public Universities in Kenya where 914 employees were selected from teaching and non-teaching staff members. Simple random sampling technique was used to select the representative sample size of the population. To determine the ideal sample size, the scientific formula proposed by Israel was used to arrive at a sample size of 278 employees. Primary data was collected using questionnaires that comprised of close-ended and open-ended questions. Further, secondary data was collected from published documents such as Labour Acts, employee evaluation reports and the constitution of Kenya. Qualitative data was analyzed using content analysis method where key themes of public and spoken word were critically analyzed to make conclusions. Quantitative data was analyzed using descriptively and inferential statistics such as regression with the help of Statistical Packages for Social Sciences (Version 24) software. Regression analysis was conducted at 95% confidence level and 5% significance level. The analyzed data was presented in form of tables. The findings revealed that there exists a positive significant relationship between human resource planning, staffing and retention and performance of selected Public Universities in Kenya.
