There has been a debate over the years on which category of salary determinants best predicts an ... more There has been a debate over the years on which category of salary determinants best predicts an employee salary, that is, whether it is organizational characteristics or individual attributes. This study adopts a hybrid approach and seeks to examine the relationship between work experiences, level of education, job category, and employee’s salary. The findings of the study have shown that there is a strong relationship. In addition, we have constructed a salary determinant model for employees of higher institutions of learning in Kenya. The study has great significance to human resource practitioners, who would find the salary determination model very useful in their practice. The hybrid approach to salary determination will also provide a different academic and scholarly perspective to the study of salary determinants.
Purpose of the Study: The aim of this study was to establish the influence of management practice... more Purpose of the Study: The aim of this study was to establish the influence of management practices on the performance of employee at Safaricom Limited. The study was guided by the following specific objectives; to establish the influence of employee involvement in decision making on employee performance at Safaricom, to determine the influence of motivation on employee performance at Safaricom and to establish the influence of training on employee performance at Safaricom. The study was informed by; Human Capital Theory, Performance Improvement Theory, Vroom Expectancy Theory and Fiedler Leadership Contingency Theory. Problem Statement: There are findings that suggest Human resource management practices do have the same benefits to different companies that conduct performance reviews every year. There are findings that suggest performance appraisal can be more effective on employee productivity if carried out twice a year, others emphasize that the best practice requires the evaluat...
Most organizations recognize the value of human resources as their most important assets. However... more Most organizations recognize the value of human resources as their most important assets. However, many are still treating their employees as an expense, leading to a lack of attention to proper management of information on human resources. This in turn leads to sub-optimal utilization of human resources and poor human resources strategies. But some enlightened organizations have adopted information technology (IT) in managing their human resources in order to optimize the utilization of human resources while at the same time attempting to treat them as the prime assets of the organization. A well-developed system of accessing pertinent personnel information is of utmost importance to management. The information stored and maintained by the HR department should provide relevant, timely, up-to-date and concise information to managers who need it. Information technology (IT) can help human resources information systems (HRIS) achieve its objectives and contribute towards better alloca...
There has been a debate over the years on which category of salary determinants best predicts an ... more There has been a debate over the years on which category of salary determinants best predicts an employee salary, that is, whether it is organizational characteristics or individual attributes. This study adopts a hybrid approach and seeks to examine the relationship between work experiences, level of education, job category, and employee’s salary. The findings of the study have shown that there is a strong relationship. In addition, we have constructed a salary determinant model for employees of higher institutions of learning in Kenya. The study has great significance to human resource practitioners, who would find the salary determination model very useful in their practice. The hybrid approach to salary determination will also provide a different academic and scholarly perspective to the study of salary determinants.
Purpose: The main purpose of this study was to examine the effects of employer promises of a psyc... more Purpose: The main purpose of this study was to examine the effects of employer promises of a psychological contract on employee performance at the Teachers Service Commission Materials and Methods: A case study research design was used in the study. The sample size was 341 respondents at the TSC who were arrived at using the Krejcie and Morgan Table of sample size determination. They were selected using a simple random sampling technique. Questionnaires were used for collecting the data. Quantitative and qualitative approaches were used in carrying out the analysis. The quantitative data comprised of descriptive and inferential analysis which were done with the help of the SPSS. The qualitative data was analyzed thematically and integrated within the quantitative data. Results: The following key findings were made: The coefficient of determination indicates that 82.0% variations on employee performance was explained by the four independent variables; promotion, training and career ...
There has been a debate over the years on which category of salary determinants best predicts an ... more There has been a debate over the years on which category of salary determinants best predicts an employee salary, that is, whether it is organizational characteristics or individual attributes. This study adopts a hybrid approach and seeks to examine the relationship between work experiences, level of education, job category, and employee’s salary. The findings of the study have shown that there is a strong relationship. In addition, we have constructed a salary determinant model for employees of higher institutions of learning in Kenya. The study has great significance to human resource practitioners, who would find the salary determination model very useful in their practice. The hybrid approach to salary determination will also provide a different academic and scholarly perspective to the study of salary determinants.
Purpose of the Study: The aim of this study was to establish the influence of management practice... more Purpose of the Study: The aim of this study was to establish the influence of management practices on the performance of employee at Safaricom Limited. The study was guided by the following specific objectives; to establish the influence of employee involvement in decision making on employee performance at Safaricom, to determine the influence of motivation on employee performance at Safaricom and to establish the influence of training on employee performance at Safaricom. The study was informed by; Human Capital Theory, Performance Improvement Theory, Vroom Expectancy Theory and Fiedler Leadership Contingency Theory. Problem Statement: There are findings that suggest Human resource management practices do have the same benefits to different companies that conduct performance reviews every year. There are findings that suggest performance appraisal can be more effective on employee productivity if carried out twice a year, others emphasize that the best practice requires the evaluat...
Most organizations recognize the value of human resources as their most important assets. However... more Most organizations recognize the value of human resources as their most important assets. However, many are still treating their employees as an expense, leading to a lack of attention to proper management of information on human resources. This in turn leads to sub-optimal utilization of human resources and poor human resources strategies. But some enlightened organizations have adopted information technology (IT) in managing their human resources in order to optimize the utilization of human resources while at the same time attempting to treat them as the prime assets of the organization. A well-developed system of accessing pertinent personnel information is of utmost importance to management. The information stored and maintained by the HR department should provide relevant, timely, up-to-date and concise information to managers who need it. Information technology (IT) can help human resources information systems (HRIS) achieve its objectives and contribute towards better alloca...
There has been a debate over the years on which category of salary determinants best predicts an ... more There has been a debate over the years on which category of salary determinants best predicts an employee salary, that is, whether it is organizational characteristics or individual attributes. This study adopts a hybrid approach and seeks to examine the relationship between work experiences, level of education, job category, and employee’s salary. The findings of the study have shown that there is a strong relationship. In addition, we have constructed a salary determinant model for employees of higher institutions of learning in Kenya. The study has great significance to human resource practitioners, who would find the salary determination model very useful in their practice. The hybrid approach to salary determination will also provide a different academic and scholarly perspective to the study of salary determinants.
Purpose: The main purpose of this study was to examine the effects of employer promises of a psyc... more Purpose: The main purpose of this study was to examine the effects of employer promises of a psychological contract on employee performance at the Teachers Service Commission Materials and Methods: A case study research design was used in the study. The sample size was 341 respondents at the TSC who were arrived at using the Krejcie and Morgan Table of sample size determination. They were selected using a simple random sampling technique. Questionnaires were used for collecting the data. Quantitative and qualitative approaches were used in carrying out the analysis. The quantitative data comprised of descriptive and inferential analysis which were done with the help of the SPSS. The qualitative data was analyzed thematically and integrated within the quantitative data. Results: The following key findings were made: The coefficient of determination indicates that 82.0% variations on employee performance was explained by the four independent variables; promotion, training and career ...
Uploads
Papers by BERNARD MUTURI