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Subject: search.filters.subject.Technical Training Institutions

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    Influence Of Reward Management Practices on Employee Performance in Technical Training Institutions in Meru County, Kenya
    (KeMU, 2025) Gitonga, Nkuene Diana
    Employee performance is pivotal for organizational success, driving strategic objectives, competitiveness, and productivity. Effective performance is influenced by individual characteristics, organizational policies, leadership, and workplace conditions, with reward management practices standing out as crucial. This study sought to investigate the influence of reward management practices and employee performance in technical training institutions in Meru County, Kenya. The study objectives were to establish the influence of financial rewards, recognition-based rewards, career development opportunities and workplace support have on employee performance. The research was underpinned on equity theory, Herzberg's two-factor theory, expectancy theory, and social exchange theory. The research employed a descriptive design. A simple random selection method was employed, targeting a population of 890 employees, from which a sample of 276 was selected. Data was collected by a self-administered questionnaire. A pilot test was performed to evaluate the reliability and validity of the research instrument. The data analysis utilized descriptive statistics, correlation, and multiple regression analysis. Qualitative data were examined by content analysis. The results indicated that all assessed reward management practices positively and significantly impacted employee performance. Among the management practices, workplace support exerted the most significant impact, succeeded by career development opportunities, recognition-based rewards, and financial rewards. The research determined that reward management approaches substantially enhance employee performance in technical training institution. The results underscore the necessity for institutions to establish equitable and transparent financial compensation systems, introduce significant recognition-based rewards, offer organized career advancement possibilities, and cultivate a friendly workplace atmosphere. These strategies augment employee motivation, engagement, and productivity, hence facilitating the institutions' operational success. The report offers guidance for policymakers and institutional leaders on the design and implementation of successful compensation systems to improve employee performance. It advocates for the continual assessment and modification of reward management strategies to align with employee requirements and company objectives. Future research ought to investigate the enduring impacts of incentive systems on employee retention and organizational success, alongside the effects of cultural and demographic variables on reward choices.
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    Analysis Of Select Determinants of Job Satisfaction Among Tutors in Technical Training Institutions in Meru County, Kenya
    (KeMU, 2025-09) Faith, Majau Nkatha
    The contribution that tutors make towards the imparting knowledge and skills to students is paramount. That notwithstanding, there has been an acute shortage of qualified tutors in Kenyan technical training institutes due to poor satisfaction with their roles. The purpose of this study was to conduct an analysis of select determinants of job satisfaction among tutors in technical training institutions in Meru County, Kenya. The specific objectives were to examine the influence of learning facilities, remuneration, promotion, and tutors’ recognition, on job satisfaction of tutors in technical training institutions in Meru County, Kenya. The study was guided by two theories which include the Herzberg two-factor theory and the expectancy theory. Further, cross-sectional research design was administered in the consideration of collecting data from various participants such as principals, HR managers, departmental heads and tutors at one single point in time. The study targeted 7 TTIs in Meru County, involving 261 tutors, 7 principals, 14 HR managers, and 40 HODs. Using purposive and random sampling, it selected 7 principals, 7 HR managers, 36 HODs, and 158 tutors, with Yamane’s formula guiding the sample size determination. The study used questionnaires and interviews to gather data from tutors, department heads, principals, and HR managers in Technical Training Institutions (TTIs), with a pilot study at Chuka Technical College. It assessed reliability and three types of validity, analyzed data using SPSS and thematic analysis, and found that learning facilities enhanced tutor satisfaction. However, ICT infrastructure was lacking, pay was only sufficient for basic needs, and promotion policies caused dissatisfaction. The study recommended improved ICT infrastructure, stable pay frameworks, inclusive promotion policy revisions, and support for tutor research. Future studies should include universities to broaden findings.