The Effect Of Human Resource Management Practices On Employee Performance Of Public Hospitals In Kajiado County, Kenya

Abstract

Healthcare is one of the fastest growing sector and to offer quality care to patients, a large pool of well trained, dedicated and motivated medical professionals is required. Given the healthcare workforce-intensive nature, the human resource management practices come in handy to facilitate and support the recruitment, hiring, development of the employees, with the goal of raising levels of employee performance and satisfaction. This study, therefore, sought to determine the effect of human resource management practices on employee performance of public hospitals in Kajiado County, Kenya. The specific objectives were to determine the effect career development, compensation, performance appraisals and recruitment on employee performance of public hospitals in Kajiado County, Kenya. The study was carried out in Kajiado County public hospitals. The theories that informed the study were self-efficacy theory, expectancy theory, social comparison theory and attribution theory. The study employed descriptive research design. Primary data was collected by means of a structured questionnaire. The study was conducted in the 5 public hospitals in Kajiado County (Kajiado County Referral Hospital, Ngong Sub County, Oloitoktok Sub County, Kitengela Sub County and Ongata Rongai Sub County). The unit of observation was the medical staff in each of the health cadres. The data was analyzed using descriptive and inferential statistics. The study findings indicate that career development and employee performance in public hospitals in Kajiado County, Kenya is positively and significantly related. Compensation and employee performance in public hospitals in Kajiado County, Kenya is positively and significantly related. Performance appraisals and employee performance in public hospitals in Kajiado County, Kenya was positively and significantly related. Recruitment and employee performance in public hospitals in Kajiado County, Kenya is positively and significantly related. This study, therefore, recommends that the management of public hospitals should consider organizing for trainings and seminars for the employees as this will help to increase employee skills, loyalty and competence making them more willing to work harder for the success of the public hospitals. Compensation approaches and techniques used in the health sector should be regularly reviewed with the changing times. The management should broaden the external recruitment sources of human capital to promote equality for job seekers and enhance performance of employees by selection of competent health staff.