| dc.description.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. | en_US |
