Kenya Methodist University crestKENYA METHODIST UNIVERSITYDigital Repository
 

Master of Science in Health Systems Management

Permanent URI for this collectionhttp://41.89.31.6:4000/handle/123456789/63

Welcome to Master of Science in Health Systems Management collection

Browse

Filters

2016 - 20192

Settings

Has files: YesSubject: search.filters.subject.Human resource management practices

Search Results

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    Human resource management practices influencing performance of nursing officers in Nyeri County, Kenya
    (KeMU, 2019-08) Ongori, Jeremiah Motari
    Various organizations employ different human resources initiatives in order to increase efficiency. The most common initiatives employed to improve efficiency include performance contracts, internal contracting, contracting-out and outsourcing of services among others. Employing such initiatives are considered among the primary HRM practices, which are aimed at determining the equilibrium between workforce supply and the ability of healthcare practitioners to practice effectively and efficiently to ensure improved and quality care in healthcare systems. This study deliberated on HRM practices that influence the performance of nursing officers at Nyeri County, Kenya. The explicit objectives of this study were to determine how recruitment affects the performance of nursing officers, to examine how training influences performance of nursing officers, to determine the influence of deployment practices on the performance of nursing officers, and to determine the influence of motivation on the performance of nursing officers. The study targeted nursing staffs and managers in Nyeri County public health institutions and at the County Director’s Office. A stratified sample of 248 was selected and surveyed. Data was collected using self-administered questionnaire. Descriptive and inferential statistics using statistical package for social sciences SPSS 23 was conducted. The researcher found that recruitment processes in Nyeri County comprised of internships (f=109, 44%) and field placements (f=82, 33%). Selections were made via individual interviews (f=225, 91%) while job orientation (f=237, 96%) was the main orientation technique. Through the study, the researcher found that training of nurses was conducted but there was a limitation in the diversity of approaches used. Results showed indicate that on the job training (f=156, 63%) training courses (f=70, 28%) were the major approaches of training. The researcher found that there were gaps in the deployment practices with mean value of 2.73, SD=1.132. Deployment in some departments was deemed as disciplinary action (M=3.09, SD=1.325) and managers response to deployment needs per department or ward or facility (M=3.07, SD=1.218) were rated to moderate extent. The researcher also found that motivation of nurses was not well done with a mean of 2.84, SD=1.090, and there were no upgrading and promotion opportunities (M=1.81, SD=1.133) for nurses in the county. There was a moderate performance of nurses with a mean value of 3.75, SD=1.100. Chi-square analysis showed that training (χ2= 34.500, df=12, p=0.001) and motivation (χ2 = 28.860, df=16, p=0.025) were significant at 95% confidence level. All the Cramer’s V values were positive indicating that HRM practices enhance performance. The Cramers’ V values show that motivation (v=0.473) was the most influential factor followed by training (v=0.422). The researcher concluded that unsatisfactory performance of nurses is due to inadequate training and lack of motivation. The researcher therefore recommended that training programs in the health sector should be reviewed in order to employ more techniques in the training of nursing officers in service. In addition, motivation approaches and techniques used in the health sector should be overhauled as they are not effective. In particular, remuneration of nursing staffs who have upgraded should be reviewed according to human resources policy.
  • Thumbnail Image
    Item
    Human resource management practices on performance of health workers in public hospitals: a case of Mbagathi hospital, Nairobi City County.
    (KeMU, 2016-07) Musyoka, Felistus Ndanu Musyoka
    Sound human resources management practices are essential in strengthening the health systems. Human resource management practices like use of job descriptions, use of performance appraisal and use of supervision can transform health workers into a productive, motivated, and supported workforce capable of improving healthcare services and saving lives. Kenyan health system is designed such that human resource managers are based at county and national offices only and not hospital levels therefore the hospitals lack managers to champion human resource management practices at facility level. The specific objectives of the study were to determine the extent to which the practice of performance appraisal at Mbagathi Hospital (MH) influences the performance of health workers; To assess the level to which use of job descriptions at MH affect the performance of health workers; to examine the degree to which supervision practiced at MH contribute on performance of health workers; and to determine the challenges faced by health service managers on human resource management practices at MI-1. Mixed research design was applied in this study. The targeted populations were 22 health service managers and 275 technical staff. 11 health service managers were purposively selected to the study and stratified sampling was applied to sample 179 technical staff Research instruments were key informant interview guide for the health service managers and self-administered questionnaire for the technical staff. Data analysis from the self-administered questionnaires was done using SPSS 20 and results displayed on graphs, charts and tables. Analysis of the data from key informant interview guide was transcribed verbatim, coded and analyzed through content analysis. Results from quantitative data were triangulated with qualitative results. Responsiveness had a mean score of 56%, availability at 53.5%, productivity at 54.6%, and competency at 65.9%. The health workers performance was rated at a mean score of 57.6% with a standard deviation of 4.2%. The health service managers at the hospital were not aware of policies on human resource management practices. There were no trainings in the hospital on human resource management practices. Performance appraisal was minimally used (20.7%). Job description was moderately used (42.5%). Supervision was minimally used (36.4%). Health workers' performance was not significantly associated with use of perfonnance appraisal, existence of job description and use of supportive supervision. The MH management should embrace performance appraisal as a tool to motivate its health workers and improve its customer service rather than just using it to fulfil requirements by the parent ministry. Health service managers at MH require basic training on human resource management practices so as to be able to support heath workers in their daily activities and there is need to establish human resource management department to champion these practices.