Parastatals

The study set out to examine the factors influencing implementation of strategic plans of selected Kenyan parastatals. The study specific objectives were to examine the effect of resources, top management commitment, business dynamics and communication on implementation of strategic plan of selected Kenyan parastatals. Implementation of strategic plans in parastatals involves use of resources both financial and staff in the existing business environment to remain relevant and competitive. To deal with the unprecedented level of change, sufficient preparation is necessary for successful implementation of strategic plan. Despite a lot of efforts and resources being channeled into implementation of strategic plans in parastatals face imminent failure. This implies that, implementation of strategic plan still remains a challenge for parastatals in Kenya. To implement strategic plans in parastatals, allocate sufficient human, financial and other resources such as equipment and IT support to each step of the action plan. Assigning adequate resources shows that the parastatal’s leadership is serious about the plan and helped motivate employees to accomplish their assigned tasks. To strengthen the conceptual framework the study adopted the following theories; dynamic capability view theory, human capital theory, general systems theory and management theory. The target population was 2,238 employees at industry regulators consisting of top managers and middle level managers. The sample size was 339. A pilot study was carried out to refine the instrument. The quality and consistency of data was further assessed using Cronbach's alpha. Data analysis was through Statistical Package for Social Science (SPSS Version 23) for Windows. Descriptive analysis was done using frequency counts, percentages, means and standard deviation, regression, inferential statistics, correlation and the information generated was presented in form of graphs, charts and tables. On resources, the study findings established that independent regulatory parastatals in Kenya allocate sufficient financial resources, manpower and time to enable successful implementation of strategic plans in Kenya. On top management commitment, the study results showed that they are committed in implementation of strategic plans of independent regulatory parastatals in Kenya. On business dynamics, the study results revealed that parastatal prefer to implement strategic plans during economic boom. Frequent changes in top management in parastatals affect implementation of strategic plans. Changes in technology affects implementation of strategic plan in parastatals. On communication, the study results revealed that employees are full involved in the implementation of strategic plan of independent regulatory parastatals in Kenya. The study Pearson correlation demonstrates that there is a positive correlation between the independent variable’s and the dependent variable implementation of strategic plan in independent regulatory parastatals in Kenya. In answering the research question as to whether resources, top management commitment, business dynamics and communication have an effect of implementation of strategic plans in independent regulatory parastatals in Kenya, the study findings established that resource affects implementation of strategic plans in independent regulatory parastatals in Kenya.

The paper establishes how different human resource management styles and practices can be implemented to enhance effectiveness of state-owned enterprises (SOEs). It largely focuses on Zimbabwe’s state enterprises human resource management challenges and highlights the impact of such challenges on production and productivity. Furthermore, the paper proffers possible solutions by drawing from applicable and implementable lessons from the Chinese state enterprise management reforms. A survey and document analysis approach was used to gain insights into human resource management styles and challenges in Zimbabwe’s state enterprises. Desk research method was used to collect data on the Chinese side. The study found that weaknesses in governance structures were the root cause of the poor performances affecting state enterprises in Zimbabwe. Some identified weaknesses included the lack of quality leadership, poor work ethic, corruption, high human resource turnover, lack of performance-based reward practices, overstaying and intra-swapping of leadership in parastatals. It was noted that in the absence of sound corporate governance reforms, the state enterprises in Zimbabwe may not perform optimally. The researchers agree with other scholars that corporate human resource governance is dynamic and evolving. It then requires full commitment and strict adherence to effective management principles and practices. However, further research may be necessary to understand the reasons for human resource governance failures in SOEs in developing countries.

The study examined the extent to which auditors’ disposition, skill and performance contribute to audit expectation gap in Nigeria. The specific objective of the study was to examine the extent to which auditors’ disposition, skill and performance contribute to audit expectation gap in Nigeria. The methodology adopted for the study was sample survey. The population of the study consisted of Senior staf of Enugu State Broadcasting Service (ESBS), Enugu State Waste Management Agency (ESWAMA) and Enugu State Water Corporation totaling one hundred (100) in number while the sample size was eighty (80) respondents. The analytical techniques adopted for the study were descriptive statistics and ordinary least squares while unit root test was used to ascertain the stationary properties of the variables under study. The study found out that auditors’ disposition, skill and performance significantly contribute to audit expectation gap in Nigeria. The study recommended that the users of audited accounts should familiarize themselves with the laws, statutes and standards that regulate and stipulate the duties of an auditor so as to better appreciate the scope of duties and responsibilities of the auditor as only such will help to bridge the audit expectation gap.

The study aimed to examine the relationship between time management strategies and job performance in organizations with a particular focus on parastatals. The general objective was to find out the effects of time management strategies on the performance of selected parastatals in Kenya. The design / methodology and approach were a complex research design where statistical models of regression and correlation were used. Stratified random sampling technique was used to get the population from which we would randomly select the respondents. To test the hypothesis, z-scores were used. Further correlation coefficient revealed that there exists a positive correlation of 0.674 between time management performances. Correlation also showed that there is low positive relationship of 0.337 between the understanding of time bound performance that is measurable. The researchers conclude that time management and work performance are directly related and there is need. One recommendation that we ...