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Item Effect of E-Recruitment on Employee Performance: A Case of Kajiado County Government(Journal of Human Resource & Leadership,, 2024-09) Ronkoine, Pauline Sopilal; Nzioki, Susan; Kiama, MichaelThe widespread use of information systems in a variety of activities and departments for organizational competitive advantage and success has been aided by businesses' widespread acceptance of technology. Despite this, the Kajiado county government has been facing inadequate service delivery, which is exacerbated by personnel performance that falls short of deadlines or timeframes in reaching targets. The purpose of this study was to determine the effect of e-recruitment on employee performance in Kenya's Kajiado County Government. The technological acceptability model supported the study. Methodology: This study utilized a descriptive research design. A total of 1689 employees, including supervisors and unionized workers, were part of the study's target demographic. A sample size of 313 was chosen by stratified random sampling. Questionnaires were used to compile data. Quantitative data was analyzed using thematic analysis, while qualitative data was analyzed using statistical analysis. The data was analyzed with descriptive and inferential statistics. Results: Regression of coefficients showed that e-recruitment had a positive and significant effect on employee performance in Kajiado county (β=0.287, p=0.000). Conclusion: The study concluded that e-recruitment had a positive and significant effect on employee performance in Kajiado County. The government of Kenya should encourage all the counties to embrace the e-recruitment process. This is because e-recruitment minimizes paperwork recruitment and also minimizes costs. Counties should also use digital databases for their employees to minimize forgery and also for easier tracking of the applicants.Item Influence of Recruitment on the Organizational Performance of Microfinance Institutions in Nairobi County, Kenya(International Research Journal of business strategic management, 2025-07) Mueni, Aaron Sharon; Nzioki, Susan; Miluwi, JoshuaThis study examined the influence of recruitment on the organizational performance of Microfinance Institutions (MFIs) in Nairobi County. The key objective was to determine how recruitment practices impact performance outcomes. A correlational research design was adopted, targeting 247 Human Resource Managers and their assistants across 10 MFIs. Using Taro Yamane’s formula at a 5% error margin, a sample size of 153 respondents was selected through stratified random sampling. Data was collected using structured questionnaires and analyzed using both descriptive and inferential statistics. Regression analysis revealed that recruitment significantly influences organizational performance, with an R-squared value of 0.583, F-statistic of 206.631, and a p-value of 0.000, indicating that recruitment explains 58.3% of the variation in performance. The B= 0.763 (p = 0.000), confirming a strong and positive influence. The study concluded that effective recruitment characterized by clear screening criteria, fair shortlisting, comprehensive reference checks, and structured interviews significantly enhances MFI performance. It is recommended that MFIs adopt standardized and inclusive recruitment policies, ensure all panel feedback is considered, and strengthen reference checks. Policy frameworks should be developed to enforce transparent and merit-based hiring to sustain institutional growth and competitiveness in the financial sector.Item Influence of Training on Employee Performance in Deposit-Taking Savings and Credit Cooperative Societies in Nairobi County, Kenya(International Research Journal of business and strategic management, 2025-07) Dalacha, Fardhowsa Mohamad; Nzioki, Susan; Munga, JaneThe purpose of this study was to examine the influence of training on employee performance in Deposit-Taking Savings and Credit Cooperative Societies (DT-SACCOs) in Nairobi County. The study aimed to determine how training initiatives impact employee skills, efficiency, and overall organizational outcomes. A descriptive research design was adopted, targeting 87 DT- SACCOs with 380 human resource employees as the unit of observation. Using Taro Yamane’s formula, 169 HR officers were randomly sampled, while 10 HR managers were purposively selected, resulting in a sample size of 179 participants. Data were collected through questionnaires and interviews, with triangulation applied to enhance validity. Descriptive statistics summarized the data, while regression analysis tested the relationship between training and performance. The findings revealed a strong positive relationship (R = 0.705) where training accounted for 49.7% of the variation in employee performance (p < 0.01). The study concluded that structured training significantly enhances employee competence, task efficiency, and service delivery. It recommended implementing comprehensive onboarding programs, continuous professional development, and tailored skill-building initiatives to sustain high performance levels in DT-SACCOs.Item Influence of Communication Strategy on Service Delivery in Water and Sewerage Companies in Mount Kenya Region, Kenya(International Journal of Managerial Studies and Research (IJMSR), 2023-09) Wachira, Grace Nyambura; Nzioki, Susan; Kiama, MichaelChange management has been found to affect service delivery. Effective communication is the efficient flow of information throughout an organisation to guarantee that the intended message is properly conveyed. The study adopted a descriptive survey research design. In this study, water and sewerage companies in Mt Kenya Region were the units of observation while their employees and their customers are the units of analysis. A sample of 384 respondents drawn from 28 companies was used. A semi structured questionnaire was used as the choice instrument for data collection. Descriptive and regression analysis were used to analyse data with the help of Statistical Package for Social Science. Data presentation was done through tables and figures. The study found a strong positive correlation (r=0.820) between the communication strategy and service delivery. Communication strategy was found to significantly (p <0.001) contribute to explaining the variance in service delivery. Communication strategy was also found to be a highly significant predictor of service delivery, with a positive coefficient of 0.774. The study concluded that communication strategy has a significant influence on service delivery in water and sewerage companies in Mount Kenya Region. Management of water and sewerage companies should therefore provide their managers with the necessary communication.Item The Influence of Product Promotion on the Performance of Subsidiary Chemical Companies in Kenya(DOI: http://dx.doi.org/10.61426/sjbcm.v11i2.2897, 2024-03) Mwangi, Catherine Wanjiru; Munga, Jane; Nzioki, SusanAlthough chemical manufacturing firms in Kenya ought to play a significant role in the growth of the economy, they are currently facing myriad of challenges that impede their growth but sustainability. This study focused on the influence of promotional strategies on performance of subsidiary chemical companies in Kenya. A census of six start up chemical companies in Nairobi County, Kenya was done. Data was collected using questionnaires. Collected data was analyzed using descriptive and inferential statistics. Descriptive statistics were mainly frequencies, percentages, mean and standard deviations. Inferential statistics involved the use of multiple linear regression model which yielded ANOVA results and parameter estimates. The results of the analysis demonstrated that promotional strategy is a statistically significant predictor of performance in subsidiary chemical companies in Nairobi. Based on the findings of this study, it is recommended that senior management and other high-level stakeholders in the Chemicals Subsector in Kenya should therefore increasingly apply the promotional strategy in order to improve the firms’ performance. The study further recommends that similar studies be conducted on other sectors in Kenya probably other organizations in the private sector. Studies can also be replicated in the other regions, to contrast any variations in regional characteristics. A national study can also be carried out on the influence of promotion strategy on organizational performance.Item The Influence of Market Penetration Strategies on Market Share in the Hospitality Industry in Arusha, Tanzania(International Journal of Scientific Research and Management (IJSRM), 2022-07) Shah, Ushmi Rajan; Maore, Stephen; Nzioki, SusanOrganizations must implement competitive product-market strategies to secure their survival and sustainability in the marketplace. They must surpass competitors that follow other generic strategy types or those who are trapped in the middle. Although several investigations have been carried out in the tourist sector, none have been conducted on the marketing methods employed by Tanzanian tour firms. The purpose of the research was to see if companies are still using Igor Ansoff's product-market strategies to grow their market share. The main purpose of this study was to determine the impact of market penetration strategies on Arusha-based travel companies’ expansion of market share A survey research design was employed in the study, targeting marketing managers from tour companies in Arusha. To determine the sample size, the researchers utilized basic random sampling. The data was gathered from a sample of 44 people. The marketing managers were handed a questionnaire with 17 questions to complete. Quantitative techniques were used to analyze the information gathered. When the data was acquired, it was cleaned, coded, categorised, and sorted. Information was then computed both by computations of deductive and expressive nature. Results indicate that market penetration strategy (β = .732, p = .000<.05) significantly influences market share at 95% confidence level. The study therefore concludes that market penetration strategy significantly influences market share among tour companies in Arusha, Tanzania. It is recommended in addition to sustaining and improving current practices under the strategy, tour companies in the country ought to continue to embrace the market penetration strategy.Item Strategic Direction and organisational Performance in Government-Sponsored Youth Empowerment organisations in Kenya(Journal of Business and Social Review in Emerging Economies, 2024) Okongo, Fredrick Otieno; Riungu, Festus; Nzioki, SusanGovernment-sponsored Youth Empowerment organisations (GSYEOs) are designed to skill, prepare, and empower the youths toward poverty eradication, formal employment, and self-reliance. However, poverty and unemployment among the youths in Kenya seem to be on an onward trajectory, and yet scarce research has been conducted on the influence of strategic direction on the performance of GSYEOs. This study examines the influence of strategic direction and the performance of GSYEOs in Kenya, which is anchored on strategic leadership theory and measured using the Balance Score Card framework. Design/Methodology/Approach: A descriptive research design was utilized and a random sample of five GSYEOs with a total population of 1089 employees was adopted, and a sample of 109 was derived. Correlation analysis results show that strategic leadership and organisational performance were positively and significantly correlated (r=0.661; P-value <0.05). Results from simple linear regression showed that 43.6% was a good fit for the organisational performance (R squared =0.436, R= 0.661). Implications/Originality/Value: The study recommends that GSYEO’s leadership encourage strategic direction implementation through adequate budget allocation.Item Human Resource Development and Organisational Performance in Government- Sponsored Youth Empowerment Organisations in Kenya(Sustainable Business and Society in Emerging Economies, 2024-03) Okongo, Fredrick Otieno; Riungu, Festus; Nzioki, SusanGovernment-sponsored Youth Empowerment organisations (GSYEOs) are designed to skill, prepare, and empower the youths toward poverty eradication, formal employment, and self-reliance. However, poverty and unemployment among the youths in Kenya seem to be on an onward trajectory. Yet, scarce research has been conducted on the influence of strategic direction on the performance of GSYEOs. This study examines the influence of strategic direction and the performance of GSYEOs in Kenya, which is anchored on strategic leadership theory and measured using the Balance Score Card framework. Design/Methodology/Approach: A descriptive research design was utilised, a random sample of five GSYEOs with a total population of 1089 employees was adopted, and a sample of 109 was derived. Simple analysis results show that the relationship between organisational performance and Human Resource Development is statistically significant as (p<0.05), 65.0% of the variation in the organisational performance can be explained by the regression model (R2=0.65, ΔR2=0.644, F(1,64) =118.748, P<0.05). Results showed that that 65% was a good fit for the organisational performance. Implications/Originality/Value: The study recommends that the Government of Kenya allocate and prioritise funding for capacity building in Government-Sponsored Youth Empowerment Organizations.Item Strategic Direction and organisational Performance in Government-Sponsored Youth Empowerment organisations in Kenya(Journal of Business and Social Review in Emerging Economies, 2024-03) Okongo, Fredrick Otieno; Riungu, Festus; Nzioki, SusanPurpose: Government-sponsored Youth Empowerment organisations (GSYEOs) are designed to skill, prepare, and empower the youths toward poverty eradication, formal employment, and self-reliance. However, poverty and unemployment among the youths in Kenya seem to be on an onward trajectory, and yet scarce research has been conducted on the influence of strategic direction on the performance of GSYEOs. This study examines the influence of strategic direction and the performance of GSYEOs in Kenya, which is anchored on strategic leadership theory and measured using the Balance Score Card framework. Design/Methodology/Approach: A descriptive research design was utilized and a random sample of five GSYEOs with a total population of 1089 employees was adopted, and a sample of 109 was derived. Correlation analysis results show that strategic leadership and organisational performance were positively and significantly correlated (r=0.661; P-value <0.05). Results from simple linear regression showed that 43.6% was a good fit for the organisational performance (R squared =0.436, R= 0.661). Implications/Originality/Value: The study recommends that GSYEO’s leadership encourage strategic direction implementation through adequate budget allocation.Item Human Resource Development and Organisational Performance in Government- Sponsored Youth Empowerment Organisations in Kenya(Sustainable Business and Society in Emerging Economies,, 2024-03) Okongo, Fredrick Otieno; Riungu, Festus; Nzioki, SusanPurpose: Government-sponsored Youth Empowerment organisations (GSYEOs) are designed to skill, prepare, and empower the youths toward poverty eradication, formal employment, and self-reliance. However, poverty and unemployment among the youths in Kenya seem to be on an onward trajectory. Yet, scarce research has been conducted on the influence of strategic direction on the performance of GSYEOs. This study examines the influence of strategic direction and the performance of GSYEOs in Kenya, which is anchored on strategic leadership theory and measured using the Balance Score Card framework. Design/Methodology/Approach: A descriptive research design was utilised, a random sample of five GSYEOs with a total population of 1089 employees was adopted, and a sample of 109 was derived. Simple analysis results show that the relationship between organisational performance and Human Resource Development is statistically significant as (p<0.05), 65.0% of the variation in the organisational performance can be explained by the regression model (R2=0.65, ΔR2=0.644, F(1,64) =118.748, P<0.05). Results showed that that 65% was a good fit for the organisational performance. Implications/Originality/Value: The study recommends that the Government of Kenya allocate and prioritise funding for capacity building in Government-Sponsored Youth Empowerment Organizations.