EFFECTS OF STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES ON THE FIRM PERFOMANCE. A CASE STUDY OF KENYA REVENUE AUTHORITY

Abstract

The human resources of an association can be a wellspring of upper hand, given that the arrangements for overseeing individuals are coordinated with key business arrangements and authoritative culture. The primary goal of this research is to investigate the impact of strategic human resource management methods on business performance. The specific aims of the study are; to find the influence of training and development practices on firm performance, to identify the influence of compensation practices on firm performance, to find the impact of employee relations on firm performance, and to identify the influence of recruitment practices on firm performance. The study employed both descriptive survey and naturalistic designs and the target population were employees of Kenya's revenue authority. Stratified, simple random and snowball sampling techniques were utilized to choose respondents for the study. Questionnaires and interviews were used to collect quantitative and qualitative data. The collected data was analyzed using quantitative and qualitative techniques. The quantitative information was analyzed utilizing descriptive statistics including frequencies and rates to sum up information and it was introduced utilizing recurrence appropriation tables, pie outlines and reference charts. In the meantime, subjective information was coordinated into topics and dissected, utilizing accounts and direct citations of the respondents' perspectives, encounters, and data. According to 73 percent of respondents, using a supplier selection strategy in an organization helps to improve organizational performance. Training and development on performance helps to reduce operation expenses for successful organizational performance, according to 60 percent. According to 61 percent of respondents, compensation based on performance provides a competitive edge to the organization's performance. According to the findings, 58 percent of respondents believed that employee performance should be tied to procurement policy procedures, allowing for fair and open competition. In terms of recruitment practice, the study found that using recruitment practice in an organization can help it perform better. Effective recruitment procedures aid human resource management in organizations to a large extent, according to the conclusion. In the case of e-procurement, the conclusion was that performance training and development aids in the reduction of operating costs for optimal organizational performance. It was also discovered that training and development greatly aids in the reduction of ordering time and follow-up in human resources.