EFFECT OF HUMAN RESOURCE STRATEGIES ON EMPLOYEE PERFORMANCE IN PUBLIC HOSPITALS IN KENYA: A CASE STUDY OF KENYATTA NATIONAL HOSPITAL

Abstract

The general objective of this study was to examine the effect of Human Resource Strategies on employee performance in Public Hospitals in Kenya: A Case Study of Kenyatta National Hospital. The specific objectives were: To examine the effect of training and development strategies on employee performance at Kenyatta National Hospital, to assess the influence of compensation strategies on employee performance at Kenyatta National Hospital, to evaluate the effect of performance appraisal systems on employee performance at Kenyatta National Hospital, and to determine the impact of recruitment strategies on employee performance at Kenyatta National Hospital. The study was based on Agency Theory, with additional support from Human Capital Theory and Goal Setting Theory. This study used a descriptive research approach. The target population for this study was 6000 employees of KNH from all divisions. This inquiry utilized stratified random sampling, with sample size determined by Yamane's formula. In the study, the researcher coded, input, and revised the quantitative data gathered from surveys, which were analyzed using Microsoft Excel. Descriptive statistics measured trends, proportions, and patterns through cross-tabulation, graphs, and charts. The research concluded that various training and development methods positively impacted employees, enhancing their performance and professional growth in the workplace. Continuous skill development, mentoring, and coaching were widely regarded as beneficial, with employees recognizing significant improvements in their workplace competence and career advancement. Additionally, remuneration plans were found to be fair and motivating, with workers expressing satisfaction with wages and benefits, which in turn fostered organizational commitment. Performance assessments were also deemed effective, providing clarity and fairness, and encouraging constructive development. Finally, recruiting methods were recognized as merit-driven and efficient, enhancing workforce quality and operational effectiveness. Recommendations for public hospitals include maintaining training and growth initiatives to improve staff abilities and job competency, linking training to responsibilities and career advancement. Equitable remuneration systems should be upheld to enhance staff engagement and performance, with regular assessments for satisfaction and effort. Clear performance rating methods and constructive feedback processes are advised to foster employee trust and a performance-driven culture. Transparent recruitment techniques focusing on credentials should be prioritized to attract qualified workers and promote fairness. Future research should examine the effects of HR initiatives on efficiency across public hospitals and explore the effects of culture and leadership on these metrics.