Effect of human resource management practices on performance of public universities in Kenya

Abstract

Human Resource Management is a strategic approach to managing human resources of an organization. The way an organization manages people can influence its performance. Public universities are labour intensive institutins which depend on people for effective service delivery. This study sought to establish the relationship between strategic human resources management practices and performance of public universities in Kenya. The study was guided by the following specific objectives: To establish the effect of resourcing practices on performance of public universities; to determine the effect of reward management on performance of public universities; to assess the effect of training and development on performance of public universities and to determine the combined effect of resourcing practices, reward management and training and development on performance of public universities in Kenya. This study informs the government and the management of public universities on the effect of strategic human resource management practices on performance thus enabling them improve performance. This study also lays down the foundation for similar studies for scholars. The study was a census survey with a target population of the public universities in Kenya and their constituent colleges. The response rate of 58% was obtained which was 18 out of 32. Senior human resource management officers and administrators were the respondents in this study. Data was collected using a semi-structured questionnaire administered to the various respondents. Once collected the questionnaire were edited for completeness before being entered into the Statistical Package for Social Sciences Computer Package for Analysis. It was clear from the research findings that strategic human resource management practices have a significant effect on the performance of public universities in Kenya. Further, the findings revealed that reward management, training and deveopment and resourcing practices respectively influenced the performance of public universities. Based on the study findings the following recommendations were provided: Management of public universities to develop and employment policy that encourages job security; invest in human resource information systems to automate resourcing practices; government to ensure that selection in public universities is based on equal employment opportunity principle, management to link the compensation package with performance of employees, conduct a staff competency analysis in order to address training and development needs.further public universities and other stakeholder in higher education should try to focus on the emerging treads new on strategic human resource management practcises