Influence Of Human Resource Management Practices on Employees’ Productivity in Isiolo County Government Kenya

Abstract

A descriptive cross-sectional study was conducted to assess the relationship between the human resource management practices and employee productivity in Isiolo county government. The study was guided by four objectives; to determine the influence of recruitment on employees’ productivity; to establish the influence of employees’ relations on employees’ productivity; to examine the influence of performance training on employees’ productivity and to determine the influence of compensation on employees’ productivity in Isiolo county government. The study sample 320 respondents from 1600 employees. These employees were the directors, managers and operational staff who were further sampled using simple random method to obtain 40 directors, 58 managers and 222 operational staff as the sample size. Further, the study undertook a pre-test study in Marsabit county government whose feedback was assessed using Cronbach Alpha coefficient to test the reliability. Questionnaires are used in the current study as means of data collecting. Findings were presented by use of tables. All along the investigation, ethical issues were adhered to. A total of 320 structured questionnaires distributed to respondents in Isiolo County, out of which 287 were completed, resulting to 90.0% response rate. The data collection tools were reliable, (r=0.809 on 65 items). Majority of the study participants were male 167(58.2%) aged between 36 and 45 years 125(43.6%). Most of the respondents had completed undergraduate degree 134(46.7%) and have a work experience of 6 to 10 years 144(50.2%). The model explained total variance of 87.7% on dependent variable (R2 = .877). The resulting regression model was reported as: Employee productivity= 61.886 + .906 Recruitment + .139 Employees relations +.187 performance training + .005 Compensations. This implied that when all independent variables (Recruitment, Employee Relations, Performance Training, Compensations) are zero, the baseline value of employee productivity is 61.886 units (B = 61.886; Std. Error =.683; t-value =90.608; Sig.= .000). The study concluded that human resource management practices; recruitment, employee relations, and performance training significantly influence employee productivity in the Isiolo county government. Nonetheless, compensations do not significant influence employees’ productivity in Isiolo county government. The study recommends that Isiolo County Government improve recruitment by clearly defining qualifications and implementing rigorous screening processes. It should foster open communication and involving employees in decision-making to enhance employee relations and productivity. For performance training, the county should conduct regular needs assessments, offer interactive and cross-training programs, and establish personalized development plans with mentorship.