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Staff Competence, Management Support and Service Delivery in Public Health Sector: A case Study of Mbagathi District Hospital, Nairobi City County
Full text linkThe study investigated the influence of staff competences and management support on the
quality of service delivery in public hospitals. The target population for this study comprised of
273 employees and 10,000 patients in Mbagathi district hospitals within Nairobi County. Simple
random sampling was used to select 398 employees and patients while census was done on the 8
management staff. This study used primary data, both quantitative and qualitative. Primary data
was obtained from the original sources using a structured questionnaire and captured through a
5-point type Likert scale. A Likert scale questionnaire was preferred as it makes it possible to
convert responses into quantitative format for ease of data analysis using Statistical Package for
Social Sciences (SPSS). Interview guide was also used to obtain information from the
management of district hospital. The questionnaires were self-administered using the drop and
pick later method. A pilot study was undertaken on 5% of the sample population. Findings
indicated that there was a positive and significant relationship between staff competence,
management support and service delivery in public hospitals in Kenya. The study concluded that
offering training to the staff, staff trained regularly, staff equipped with adequate and necessary
skills are key impetus to service delivery. Recognition and rewards on members of staff,
championing for the achievement, openness and transparency, management encouraging
professionalism, monitoring and evaluation of the facility performance influences service
delivery in hospitals. Conducive working environment acted as a motivating agent for employees
to work better and get job satisfaction in the hospital. It was recommended that Mbagathi Hospital management should acquire, develop, and retain the qualified resources in order to
address the dynamics of the environment and the ever-changing technology. Management should
recognize and reward members of staff and champion for the achievement of set goals and
objectives
Effect of Mobile Bank Innovation and Cost of Implementation on Financial Performance of Commercial Banks in Kenya (A Case Study of a Commercial Bank in Embu County)
Full text linkFinancial institutions in Kenya are in the process of
significant transformation. The force behind the transformation
of these institutions is innovation in information technology,
rapid development of information technology has made banking
tasks more efficient and cheaper. Banks are now increasingly
choosing mobile platforms for innovative payment models and
commerce capabilities. The general objective of the study was to
analyze the effect of mobile banking innovation on the financial
performance of Commercial Banks in Kenya. The specific
objective was to establish the effect of mobile banking innovation
financial performance of commercial banks in Kenya and to
ascertain the extent to which the costs of implementing and
maintaining mobile banking service influence the financial
performance of Commercial Banks This study adopted
descriptive research design. Target population was a total of 120
respondents from a commercial bank of study in Embu.
Stratified random sampling method was used to pick a sample
size of 36 respondents. The study collected both primary and
secondary data. Primary data was collected using questionnaires.
Secondary data was collected from annual reports of the bank.
The collected data was analyzed using descriptive statistic
especially frequency and percentage presentation. The findings
were presented using Graphs and Frequency Distribution
Tables. The findings established that new innovation on mobile
banking products and costs of implementing and maintaining
mobile banking service influence the profitability and creation of
shareholder wealth in the bank. This study concludes that new
mobile banking product innovation significantly influence
financial performance of commercial banks in Keny
HUMAN CAPITAL MANAGEMENT AND PERFORMANCE OF ORGANIZATIONS IN THE BUILDING AND CONSTRUCTION SECTOR IN KENYA: A CASE OF TILE AND CARPET CENTRE
No full textAcross the globe, most organizations fail to deliver as expected due to poor human capital management. Given this scenario, it is apparently more important than ever for such organizations to come up with multi-faceted strategies such as Human Capital Management (HCM) to strengthen employee engagement and enhance organization performance. The current study aimed to investigate relationship between Human Capital Management and Organizational Performance at Tile and Carpet Centre (T&C). The study sought to determine the effect of employee training, employee motivation, employee creativity and teamwork development on performance of Tile and Carpet Centre. The study was of importance to management of T&C, other companies in the building and construction sector, management staffs across all sectors, HR practitioners, scholars and academicians. The human resource management theory and goal setting theory anchored the variables of the present study. The study adopted descriptive research design. The study population was 750 staff working in 3 T&C locations while stratified random sampling technique was used to sample 100 respondents. The pilot testing was conducted using the questionnaire on 10 staff from ICD warehouse, Nairobi County. The measure of reliability was tested using Cronbach’s alpha at 0.7. The study was a descriptive research and primary data was collected using a questionnaire. Frequency distribution tables and figures were used to present the findings where interpretation was done in prose form. The researcher conducted simple and multiple regression analysis in order to find out the relationship between HCM and organizational performance of T&C. The inferential results on effect of employee training on organization performance show R=0.660 indicating a strong positive correlation and R2=0.435 and there was a significant effect between employee training and organization performance (t=8.286, p<0.05). The inferential results on effect of employee motivation on organization performance show R=0.608 indicating a strong positive correlation and R2=0.370 and there was a significant effect between employee motivation and organization performance (t=7.232, p<0.05). The inferential results on effect of employee creativity on organization performance show R=0.588 indicating a strong positive correlation and R2=0.346 and there was a significant effect between employee creativity and organization performance (t=6.866, p<0.05). The inferential results on effect of teamwork development on organization performance show R=0.623 indicating a strong positive correlation and R2=0.389 and there was a significant effect between teamwork development and organization performance (t=7.522, p<0.05). Therefore, the study recommends that T&C and other organizations in the building and construction sector need to ensure they utilize effectively the untapped labour force resource within their disposal. Every employee joins the organization with several different skills set and experiences that can be successfully tapped by the management to increase overall productivity, maximize employee performance, increase overall cost efficiency, enhance market share, new market product introduction and profitability. Furthermore, the study recommends that T&C needs to make adjustments on employee matters such as working time, self-confidence, responsibility and own initiative which will eventually eliminate poor work attitudes, ethics and practices the affect organizational performance. Finally, the study recommends that human capital practitioners need to apply proper management of human capital in organizations and incorporate the way human capital is applied in work processes; scholars and academicians need to utilize the research analysis and findings on human capital thereby adding critical knowledge and literature for future reference and research studie
DETERMINANTS OF EMPLOYEES’ PERFORMANCE IN PARASTATALS IN KENYA: A CASE STUDY OF THE POSTAL CORPORATION OF KENYA
No full textThe management of a corporate invests in motivating employees so as to improve their performance.
The main purpose of the study was to establish the determinants of employee performance in parastatals
in Kenya; A case study of the postal Corporation of Kenya. The specific objectives were; to determine
how employee motivation affects employee performance in parastatals in Kenya; to investigate how
leadership styles affect employee performance in parastatals in Kenya; to establish the effects of
working conditions on employee performance in parastatals in Kenya and to determine the effect of Job
satisfaction on employee performance in parastatals in Kenya. The study was anchored on Hertzberg
theory, Equity theory and Bargaining theory. The research adopted a descriptive research. The target
population was 536 from which a sample of 107 employees was selected using stratified random
sampling method. Primary data was collected using a semi-structured questionnaire. The questionnaires
were edited and cleaned for completeness, accuracy and consistency. The research used statistics
package for social sciences version 22 (SPSS) computer package for analysis. The data was analyzed for
frequencies, percentages and regression analysis. The findings were presented in the form of tables and
figures. The study found out that if employees are motivated, their performance will be high. The
inferential results on effect of employee motivation on employee performance show R=0.697 indicating
a strong positive correlation and R2=0.486 and there was a significant effect between employee
motivation on employee performance. (t=9.726, p<0.05). The inferential results on leadership styles on
employee performance R=0.355 indicating a strong positive correlation and R2=0.126 and there was a
significant effect between leadership styles on employee performance (t=0.3793, p<0.05). The
inferential results on effects of working conditions on employee performance show R=0. 355 indicating
a strong positive correlation and R2=0.126 and there was a significant effect on working conditions on
employee performance (t=9.207, p<0.05). The inferential results on effect of job security on
organization performance show R=0.477 indicating a strong positive correlation and R2=0.228 and there
was a significant effect between job security and organization performance (t=4.067, p<0.05). From the
study results it is was concluded that employee motivation increases the employee morale and thus
increases performance. Training of the staff also has a higher role as a motivator in influencing
employee productivity in the Postal Corporation of Kenya. Results of this study will increase the
existing body of literature on employee performance and would enable future scholars to use this study
to get information on their various research topics on this field. The findings of the study are important
to government agencies in Kenya. The study will also benefit the Human Resource professionals. Most
importantly, the study will benefit the Postal Corporation of Kenya‟s management. The emphasis should
be on employee motivation by ensuring the employees are recognized so that their motivation is high.
Employees at PCK should be given freedom to make decisions and they should also be involved in
making decisions. PCK should ensure that proper communication channels are put in place, there is
quality leadership from top management, the occupational health and safety measures that are already
there should be followed and PCK should ensure the physical working conditions are conducive for
working. Employees should be compensated for the overtime worked, they should enjoy the work they
do at PCK, and also management at PCK should ensure that their employees have a sense of worth in
accomplishing their work. PCK needs to ensure that employees are trained regularly so as increase their
knowledge and skills
