Influence of Human Capital Management Practices on the Performance of Prisons in Kenya

Abstract

Finding, hiring, engaging, developing, and attracting the best people to help a business achieve its objectives and ambitions is the purview of human capital management. The purpose of the survey is to assess the effect of human resource management policy on the performance of the disciplined services. The study's particular goals were to determine the flexible's effects working arrangement, training, reward programs and occupational health on performance of prisons. The study was anchored on happiness and success theory, commitment-trust theory, principle agent theory and the border theory. The study used a descriptive survey approach, and the population was made up of 104 Kenyan prison administrators. The study adopt census for the cluster was convenient for the method where the researcher intended to collect data from all the unit of analysis who were the OIC of the correctional facilities. Self-administered questionnaires with Likert-scale items were used to obtain primary data for the research. Construct validity was utilized to analyze the questionnaire's dependability, test-retest and Cronbach's alpha were used to evaluate the instrument's reliability, and content validity was evaluated via supervisor evaluations of the questions. Data was checked to make sure it didn't go against the expectations of the regression. The study's findings showed that training, flexible working hours, and occupational health all had a statistically significant impact on employee performance (p 0.05, p 0.05, and p 0.05, respectively). The Kenya prison's performance was unaffected by the incentive scheme statistically (p>0.05). The data was analyzed using both descriptive and inferential statistics. Results were analyzed using a multiple linear regression model to test hypotheses and draw conclusions. Analyzed data was presented by use of frequency tables. Prison performance in Kenya was shown to be significantly affected by factors like workplace flexibility, training, and emphasis on occupational health. It turns out the points you earn don't mean anything. Based on the findings of the study, jail administration is urged to advocate for higher pay for all performance members. Kenya's prison system has to invest more in its staff's education so that it may reap the advantages of having knowledgeable and skilled guards. The administration of Kenya's prisons should also continue providing inmates with the safety measures they need. With this in place, they can rest certain that their staff is protected at all times while serving the public