Factors Influencing Human Resource Planning in Non- Governmental Organizations in Mombasa County

Abstract

In organizations shaped by humanitarian principles, such as Non-Governmental Organizations (NGOs), the strategic framework heavily relies on human resource planning. NGOs, characterized as voluntary and non-profit entities operating independently from governmental bodies, play a pivotal role in addressing a spectrum of global challenges at local, national, and international levels, spanning social, environmental, and humanitarian domains. This study delved into a practical issue concerning Human Resource Planning (HRP) within NGOs, specifically those situated in Mombasa County. The central aim of the research was to identify the diverse factors influencing human resource planning within these organizations. The study sought to elucidate the influence of critical determinants on HRP within the NGO sector, including technology, the work environment, government legislations, and the labor market. The study grounded its assumptions in theoretical frameworks such as Institutional Theory, Resource-Based View Theory, and Contingency Theory. The research design adopted a descriptive approach, targeting a population of 125 NGOs in Mombasa County, comprising 80 Community-Based NGOs, 17 National NGOs, and 28 International NGOs. Respondents included human resource managers, employee representatives, community

representatives, legal advisors, and board managers. Data collection involved closed- ended questionnaires, pilot-tested in Kilifi County for validity and reliability, representing

10% of the target population. Ethical clearance and necessary permits were obtained and the researcher secured an introductory letter from Kenya Methodist University and a permit from the National Commission of Science, Technology, and Innovation. Data analysis, performed using SPSS version 24, revealed significant correlations. Technology exhibited a strong positive correlation coefficient of 0.646 with HR planning (p<0.05), the work environment showed a robust positive correlation coefficient of 0.511 with HR planning (p<0.05), government legislation frameworks displayed a noteworthy positive correlation coefficient of 0.647 with HR planning (p<0.05), and the labor market indicated a substantial positive correlation coefficient of 0.704 with HR planning (p<0.05). Based on these findings, recommendations were proposed. NGOs in Mombasa County were advised to prioritize technology management through Human Resource Information Systems (HRIS) knowledge, enhancing organizational stability. The study emphasized the significance of a conducive work environment, suggesting proactive corporate planning aligned with sector best practices. Factors such as HR planning and employee motivation were highlighted as essential for productivity and working relations. NGOs were encouraged to emphasize compliance with relevant government legislation frameworks, collaborating with the NGO Coordination Board for registration and coordination to improve HR planning efficiency. To address staff turnover challenges, an enhancement of existing human resource policies was suggested. The study called for further research to extend the understanding of the correlation between technology, work environment, government legislation, labor market, and human resource planning among NGOs, acknowledging its limitation to NGOs in Mombasa County and recommending broader investigations in different Kenyan counties for a more comprehensive perspective.