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INFLUENCE OF ORGANIZATIONAL CULTURE ON IMPLEMENTATION OF STRATEGIES BY COUNTY GOVERNMENTS IN KENYA

INFLUENCE OF ORGANIZATIONAL CULTURE ON IMPLEMENTATION OF STRATEGIES BY COUNTY GOVERNMENTS IN KENYA

John Gitau Kagumu: Jomo Kenyatta University of Agriculture and Technology

Prof. Romanus Odhiambo: Jomo Kenyatta University of Agriculture and Technology

Dr. Esther Waiganjo: Jomo Kenyatta University of Agriculture and Technology

 


ABSTRACT

The 2010 Constitution of Kenya created 47 county governments which became functional after its promulgation on 27 th August 2010, and were actualized after the general elections of 2013. The counties were to write strategic plans that would guide them in respect to development programs in the county and how to carry out the devolved functions from the national government. This study sought to establish the influence of organizational culture on implementation of strategies by county governments in Kenya. The target population was 506 senior personnel drawn in all the five counties who included; County Executive, Sub- county Administrators, Members of County Assembly, and Ward Administrators from whom a sample size of 215 was drawn through stratified probability sampling based on different strata and then random sampling from each strata. Data was collected using a semi- structured questionnaire and an interview guide. The data collected was analysed using descriptive and inferential statistics. Qualitative responses were analysed using content analysis. Descriptive and inferential analysis techniques were used. The descriptive technique involved generation of frequencies, mean and percentages while inferential analysis technique involved establishing significant linear relationship between the dependent variable and the independent variables. Pearson’s correlation analysis and regression analysis were performed under the inferential analysis. The ANOVA F-statistic was used to test the research hypothesis for the regression coefficients for each variable to be equal to zero. An analysis to determine the combined influence of all the independent variables was done. The data was presented in form of tables, graphs, and charts. The findings imply that organizational structure has a significant influence on strategy implementation by County Governments in Kenya. The regression analysis and the ANOVA results on the above hypothesis indicated that Adjusted R square was 0.221 implying that 22.1% of Strategy implementation by County Governments in Kenya is explained by organizational culture. From the ANOVA results there was a negative and a significant relationship between Organizational Culture and Strategy Implementation by county Governments. A unit increase in Organizational culture decreases Strategy Implementation by County Governments by 0.430 Units. Since the p-value is less than 0.05 it meant that there is a negative relationship between organizational culture and Strategy implementation by county governments. Based on these study findings it can safely be concluded that norms and beliefs have a great significant positive influence on strategy implementation by county governments in Kenya at 97.9% and only 2.1% indicated that norms and beliefs had no influence on strategy implementation. These study findings give a conclusion that the level of teamwork has a significant positive influence on strategy implementation by County Governments in Kenya at a rate of 69.4%. The study findings also found out that 84.6% of the respondents indicated that commitment to strategy implementation had a significant influence on strategy implementation by county governments in Kenya. The organizational culture of the county governments should be improved in order to facilitate strategy implementation. The county governments should therefore improve on the level of teamwork among the county government staff. This can be done by encouraging interdepartmental coalition and interaction of the staff from different departments. On norms and beliefs, the county governments should adopt change management techniques to induct its staff and give them a good orientation to their new roles.


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INFLUENCE OF ORGANIZATIONAL STRUCTURE ON STRATEGY IMPLEMENTATION BY COUNTY GOVERNMENTS IN KENYA

INFLUENCE OF ORGANIZATIONAL STRUCTURE ON STRATEGY IMPLEMENTATION BY COUNTY GOVERNMENTS IN KENYA

John Gitau Kagumu: Jomo Kenyatta University of Agriculture and Technology

Prof. Romanus Odhiambo: Jomo Kenyatta University of Agriculture and Technology

Dr. Esther Waiganjo: Jomo Kenyatta University of Agriculture and Technology

 


ABSTRACT

The 2010 Constitution of Kenya created 47 county governments which became functional after its promulgation on 27 th August 2010, and were actualized after the general elections of 2013. The counties were to write strategic plans that would guide them in respect to development programs in the county and how to carry out the devolved functions from the national government. This study sought to explore the influence of organizational structure on strategy implementation by county governments in Kenya. The target population was 506 senior personnel drawn in all the five counties who included; County Executive, Sub- county Administrators, Members of County Assembly, and Ward Administrators from whom a sample size of 215 was drawn through stratified probability sampling based on different strata and then random sampling from each strata. Data was collected using a semi- structured questionnaire and an interview guide. The data collected was analysed using descriptive and inferential statistics. Qualitative responses were analysed using content analysis. Descriptive and inferential analysis techniques were used. The descriptive technique involved generation of frequencies, mean and percentages while inferential analysis technique involved establishing significant linear relationship between the dependent variable and the independent variables. Pearson’s correlation analysis and regression analysis were performed under the inferential analysis. The ANOVA F-statistic was used to test the research hypothesis for the regressor coefficients for each variable to be equal to zero. An analysis to determine the combined influence of all the independent variables was done. The data was presented in form of tables, graphs, and charts. The questionnaires that were picked from the respondents and which were dully filled in and used for data analysis were 190. This was a response rate of rate of 88.37% was very good for carrying out analysis and inferential conclusions. The findings imply that organizational structure has a significant influence on strategy implementation by County Governments in Kenya. The regression analysis from the responses of the respondents demonstrated that the coefficient of determination as indicated by the adjusted R square was 0.443 implying that 44.3% of the Strategy Implementation by County Governments is explained by Organizational Structure. The ANOVA test was used to show the overall model significance. Since the p-value is less than 0.05, then organizational structure had a significant explanatory power on strategy implementation by county governments in Kenya (F=140.709 and p-value <0.05). The regression equation was written as: Y= 1.773+ 0.604 X4; Where X4 is Organizational Structure and Y is Strategy Implementation by County Governments. It can therefore be concluded that the aspects of organizational structure of the county governments had a positive significant influence.These aspects were; line of command (78.3%), responsibility and authority (76.1%), as well as job definition (71.8%) while the sum of the influence of organizational structure influence was 95.3%. as analysed in Table 4.16. These study findings implied that organizational structure of the county governments in Kenya has a significant influence on their strategy implementation. Organizational structure of the county governments should be aligned to the strategy being implemented. The county government should train middle level management on the new strategy that is being introduced. It is also important for county governments to institute organizational structure that    supports strategy implementation and one that ensures that there is overall coordination in inter- departmental linkages and flow of communication.


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PROVIDER RELATED FACTORS ON UTILIZATION OF NURSING CARE PLAN IN LODWAR COUNTY REFERRAL HOSPITAL

PROVIDER RELATED FACTORS ON UTILIZATION OF NURSING CARE PLAN IN LODWAR COUNTY REFERRAL HOSPITAL.

Author:Sarah Akiru Esinyen.

Lillian Muiruri - Co-Author.

Dominic Charles Okero  - Co-Author.


ABSTRACT

Good health service cares are those which deliver effective, safe, quality, personal and non-personal health interventions efficiently and successfully. Lack of information, inadequate resources and staff is an impediment to implementation of nursing care plans. This study investigated the effect of provider related factors on utilization of nursing care plan in Lodwar county referral hospital. Cross-section design was adopted. The study took place in Lodwar county referral hospital. The study population comprised 120 nurses and students nurses working in Lodwar county and referral hospital during the period of study which took place between January and February 2017. A sample size of 48 respondents was used. The data was collected in all admitting wards including pediatric, maternity, male and female wards (surgical and medical).


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THE INFLUENCE OF LEADERSHIP COMPETENCIES OF HEALTH CARE MANAGERS ON RETENTION OF HEALTH WORKERS IN MERU COUNTY

THE INFLUENCE OF LEADERSHIP COMPETENCIES OF HEALTH CARE MANAGERS ON RETENTION OF HEALTH WORKERS IN MERU COUNTY.

Leonard Mbaabu Kimwere - Author.

Dr. Wanja Mwaura-Tenambergen - Co-Author.

Dr. Dominic Charles Okero  - Co-Author.

 


ABSTRACT

Human resources are the most important asset of any health system strengthening and consume a major share of the resources allocation in the sector. The global shortage of health workers is projected to be around 2.3 million physicians, nurses and midwives, and over 4 million health workers overall. In Meru County, a chronic shortage of health workers and high staff turnover is experienced. The objective of the study was to determine how leadership competencies of health care managers influenced retention of health workers in Meru County. A descriptive survey design was adapted. The target population of this study constituted of 1058 Medical staff working in public hospitals. 


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FACTORS INFLUENCING UPTAKE OF SOCIAL HEALTH INSURANCE IN KENYA: A CASE OF NYERI COUNTY.

FACTORS INFLUENCING UPTAKE OF SOCIAL HEALTH INSURANCE IN KENYA: A CASE OF NYERI COUNTY.

Boniface Gathu Macharia - Author.

Eunice Muthoni Mwangi - Co-Author.

Musa Oluoch  - Co-Author.

 


ABSTRACT

A good health financing system raises fund for health, in ways that ensure people can use needed services and are protected from financial catastrophe which are associated with having to pay for them. Many high-income countries that are progressing towards, or have already achieved, universal coverage have relied heavily on general taxation, social health insurance or a mix of both. In many low- and middle income countries striving towards universal coverage, a pluralistic health financing system typically evolves whereby a mix of health insurance and risk-protection schemes are targeted at distinct socio-economic groups. The study’s main objective is to assess the factors that influence uptake of social health insurance in Nyeri County, Kenya. While the specific objectives are; to determine individual characteristics influencing the uptake of health insurance Nyeri County, Kenya; to examine the scheme related factors affecting the uptake of health insurance uptake in Nyeri County, Kenya; to establish Health facilities factors affecting the uptake of social health insurance in Nyeri County, Kenya; to determine the information dissemination strategies underlying uptake of health insurance in Nyeri County, Kenya. This study adopted a descriptive cross section study design with a mix method approach of both qualitative and quantitative methods. The study was executed in the three level four hospitals and one level five hospital inNyeri County. 


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INFLUENCE OF HUMAN RESOURCE MANAGEMENT STRATEGIES ON EMPLOYEE RETENTION IN SELECTED STATE CORPORATIONS IN KENYA

Employee retention is becoming a real challenge in today’s work environment as employers begin to realize the value of people that make up the organization. It has been noted that lack of effective SHRM practices leads to increased rate employee turnover in many organizations. Many Kenyan state corporations have been characterized with high employee turnover rates. Recent surveys show that over 75% of state corporations experience low level of employees’ retention and face high staff turnover rates. Despite the fact that the Kenyan government has made efforts towards achievements of various development goals, the rate of employee retention in many state corporations has remained low for the past ten years. Notwithstanding the significant influence of Human Resource Management strategies on employee retention in organizations, most studies on SHRM and employee retention that have been undertaken in public and private organization and are not linked with employee retention in state corporations. The general objective of the study was to establish the influence of strategic human resource management practices on employee retention in selected state corporations in Kenya. The study specifically aimed to; assess the influence of employee recruitment strategy on employee retention in state corporations in Kenya; determine the influence of employee compensation strategy on employee retention in state corporations in Kenya; assess the influence of employee training strategy on employee retention in state corporations in Kenya and to establish the influence of employee relations strategy on employee retention in state corporations in Kenya. The study adopted a descriptive research design and the target population was a total of 372 human resource and development staff working in the selected state corporations with headquarters offices in Nairobi. The study applied a stratified random sampling technique to select 124 respondents as the sample size for the study. Questionnaires were used as the main data collection instruments and a pilot study was conducted to pretest questionnaires for reliability. Descriptive statistics and multiple regression analysis will be used to analyze the gathered data and the results were presented on tables, figures and graphs. The study findings showed that employee recruitment strategy; employee compensation strategy; employee training strategy and employee relations strategy influence employee retention in State Corporations in Kenya. The study concluded that recruitment strategy is the major human resource strategy that influences most employee retention in state corporations with a coefficient of 0.389, followed by compensation strategy with a coefficient of 0.185, then employee relations strategy with a coefficient of 0.128 and lastly training strategy with a coefficient of 0.123. The study recommended for application of recruitment strategy that emphasizes on higher and right academic qualifications, hiring of management trainees and use of head hunting to recruit the most experienced and skilled staff. The management of state corporations should formulate and implement effective employee compensation strategy through regular review employee salary structures, provision of good benefits and implementation of effective merit pay methods. The management of state corporations should adopt effective employee training strategy by regularly conducting on-the-job training; offthe-job training and leadership development training. The management of state corporations should adopt effective employee relations strategy through application of effective communication channels, use of effective conflict resolution methods, encouraging team building activities and providing better working conditions. Key Employee retention is becoming a real challenge in today’s work environment as employers begin to realize the value of people that make up the organization. It has been noted that lack of effective SHRM practices leads to increased rate employee turnover in many organizations. Many Kenyan state corporations have been characterized with high employee turnover rates. Recent surveys show that over 75% of state corporations experience low level of employees’ retention and face high staff turnover rates. Despite the fact that the Kenyan government has made efforts towards achievements of various development goals, the rate of employee retention in many state corporations has remained low for the past ten years. Notwithstanding the significant influence of Human Resource Management strategies on employee retention in organizations, most studies on SHRM and employee retention that have been undertaken in public and private organization and are not linked with employee retention in state corporations. The general objective of the study was to establish the influence of strategic human resource management practices on employee retention in selected state corporations in Kenya. The study specifically aimed to; assess the influence of employee recruitment strategy on employee retention in state corporations in Kenya; determine the influence of employee compensation strategy on employee retention in state corporations in Kenya; assess the influence of employee training strategy on employee retention in state corporations in Kenya and to establish the influence of employee relations strategy on employee retention in state corporations in Kenya. The study adopted a descriptive research design and the target population was a total of 372 human resource and development staff working in the selected state corporations with headquarters offices in Nairobi. The study applied a stratified random sampling technique to select 124 respondents as the sample size for the study. Questionnaires were used as the main data collection instruments and a pilot study was conducted to pretest questionnaires for reliability. Descriptive statistics and multiple regression analysis will be used to analyze the gathered data and the results were presented on tables, figures and graphs. The study findings showed that employee recruitment strategy; employee compensation strategy; employee training strategy and employee relations strategy influence employee retention in State Corporations in Kenya. The study concluded that recruitment strategy is the major human resource strategy that influences most employee retention in state corporations with a coefficient of 0.389, followed by compensation strategy with a coefficient of 0.185, then employee relations strategy with a coefficient of 0.128 and lastly training strategy with a coefficient of 0.123. The study recommended for application of recruitment strategy that emphasizes on higher and right academic qualifications, hiring of management trainees and use of head hunting to recruit the most experienced and skilled staff. The management of state corporations should formulate and implement effective employee compensation strategy through regular review employee salary structures, provision of good benefits and implementation of effective merit pay methods. The management of state corporations should adopt effective employee training strategy by regularly conducting on-the-job training; off the-job training and leadership development training. The management of state corporations should adopt effective employee relations strategy through application of effective communication channels, use of effective conflict resolution methods, encouraging team building activities and providing better working conditions. Key 

Author: Kinoti Agostino Kiogora  

Co- Author:Dr. Kepha Ombui 


 


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AN ASSESSMENT OF THE STRATEGIC OPTIONS THAT CAN ENHANCE THE GROWTH OF ISLAMIC BANKING IN KENYA

AN ASSESSMENT OF THE STRATEGIC OPTIONS THAT CAN ENHANCE THE GROWTH OF ISLAMIC BANKING IN KENYA

WOLASA, TEGO - Author

GALM GUYO ROGICHA - Co-Author

 


ABSTRACT

Islamic  keeping money is a managing an account movement that is steady with the standards of Islamic law (Sharia) and its commonsense application through the improvement of Islamic financial matters. Sharia denies the acknowledgment of particular premium or charges (known as Riba or usury) for advances of cash. Putting resources into organizations that give products or administrations considered in opposition to Islamic standards is additionally Haraam. This research assesses the strategic options that can enhance the growth of Islamic banking in Kenya.


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DETERMINANTS OF COMMERCIAL BANK GROWTH AMONG LISTED BANKS IN NAIROBI SECURITIES EXCHANGE

DETERMINANTS OF COMMERCIAL BANK GROWTH AMONG LISTED BANKS IN  NAIROBI SECURITIES EXCHANGE

JOHN KIMAIYO CHERUTICH - Masters Student, Jomo Kenyatta University of Agriculture and Technology, Kenya

DR. WILLY MUTURI - Jomo Kenyatta University of Agriculture and Technology, Kenya

DR. WALLACE ATAMBO - Jomo Kenyatta University of Agriculture and Technology, Kenya


ABSTRACT

The main purpose of the research was to establish determinants of commercial bank growth. The specific objectives of the study was to; determine the effect of default rate on loans on growth of commercial banks, determine the effect of level of interest income on growth of commercial banks and to establish the effect of forex transaction volume on growth of commercial banks listed in Nairobi Securities Exchange. The study was guided by the interest rate theory, international fisher effect theory and time preference theory. Using multiple regression analysis, we found support for the proposition that loan default rate, interest rate and forex transaction had a significant effect on growth of commercial banks.


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THE IMPORTANCE OF STANDARD GAUGE RAILWAY (SGR) PROJECT TO THE EAST AFRICAN REGION

THE IMPORTANCE OF STANDARD GAUGE RAILWAY (SGR) PROJECT TO THE EAST AFRICAN REGION

EMMAH KITHINJI 


ABSTRACT

As a famous Chinese saying states, “A journey of a thousand miles starts with the first step”. If there is a project in Kenya that perfectly fits this adage, it is the Standard Gauge Railway project (SGR). The SGR journey started way back in 2008, when the Cabinet approved the project. The economic benefits of the SGR during and after development could be appreciated from the project works. From the onset, both the KRC and CRBC have made it clear that construction materials that are locally available will be procured within the country. In fact, the project is expected to utilize 40 per cent of local content in terms of construction materials, civil works and job opportunities. As expected, the project is a major employer for thousands of skilled and unskilled youths who will be engaged in its development. The project will also inject the much needed technology transfer in the railway sub - sector. The project is expected to reinvigorate existing urban centres that are situated along Mombasa-Nairobi highway due to business opportunities associated with such projects. For example, apart from the 33 crossing stations, 5 stations will be constructed at Mariakani, Voi, Mtito Andei, Sultan Hamud and Athi River. Definitely, these urban centres will immensely benefit both in terms of urban growth and business activities accruing from the SGR project. The stations will be served by workshops for locomotives, rolling stock facilities that will require ample supply of electricity and water not to mention signaling, communications and ICT systems. In a nutshell, the SGR project will be a game changer as far as railway development is concerned in the Kenya and the region.


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CHALLENGES WOMEN LEADERS FACE IN KENYAN PARASTATALS

CHALLENGES WOMEN LEADERS FACE IN KENYAN PARASTATALS

EMMAH KITHINJI 


ABSTRACT

Women Play an important role in society as procreators of the coming generation, as well as producers of goods and services. In the modern economies they are playing an important role in the labour force. However, in many Kenyan communities, traditional perceptions of women as inferior to men continue to prevail as many people invoke the preservation of African culture to justify the subordination of women. In recent years, women’s participation in management in all spheres is being advocated. The aim of this study was to investigate the challenges that women leaders face in parastatals in Kenya.


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FACTORS AFFECTING TENDERING PROCESS IN STATE CORPORATIONS: A CASE OF KENYA LITERATURE BUREAU

FACTORS AFFECTING TENDERING PROCESS IN STATE CORPORATIONS: A CASE OF KENYA LITERATURE BUREAU

ELISHA KENDO - Jomo Kenyatta University of Agriculture and Technology

DR.PAMELA GETUNO - Jomo Kenyatta University of Agriculture and Technology


ABSTRACT

Tendering is recognized as a process of making an offer, bid or proposal, or expressing interest in response to an invitation or request for tender. The objective of the study was to determine the factors affecting tendering process in Kenyan state corporations with focus to Kenya Literature Bureau (KLB). The study adopted a descriptive research design. The target population was all the 200 staffs in KLB.


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EFFECT OF REAL LENDING RATE ON THE LEVEL OF NON-PERFORMING LOANS IN COMMERCIAL BANKS IN KENYA

EFFECT OF REAL LENDING RATE ON THE LEVEL OF NON-PERFORMING LOANS IN COMMERCIAL BANKS IN KENYA

NANCY OUNDA DALLA- AuthorPhD Candidate in Mass Communication at Jomo Kenyatta University of Agriculture and Technology.

DR. WILLY MUTURI - Lecturer,Jomo Kenyatta University of Agriculture and Technology.

DR. PATRICK NGUMI - Lecturer,Jomo Kenyatta University of Agriculture and Technology.


ABSTRACT

The general objective of this study was to establish the effect of bank specific factors on the level of non-performing loans in commercial banks in Kenya. Specifically, the study sought to establish the effect of real lending rate on the level of non-performing loans in commercial banks in Kenya. The study used explanatory research design. The target population for the study used all the forty three commercial banks in operation in Kenya as at 31 st December 2014. The sampling frame was the list of all licensed commercial banks in operation as at 31 st December 2014 as listed in the CBK Annual supervisory report of 2014.


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Subcategories

  • INFLUENCE OF HUMAN RESOURCE MANAGEMENT STRATEGIES ON EMPLOYEE RETENTION IN SELECTED STATE CORPORATIONS IN KENYA

    Employee retention is becoming a real challenge in today’s work environment as employers begin to realize the value of people that make up the organization. It has been noted that lack of effective SHRM practices leads to increased rate employee turnover in many organizations. Many Kenyan state corporations have been characterized with high employee turnover rates. Recent surveys show that over 75% of state corporations experience low level of employees’ retention and face high staff turnover rates. Despite the fact that the Kenyan government has made efforts towards achievements of various development goals, the rate of employee retention in many state corporations has remained low for the past ten years. Notwithstanding the significant influence of Human Resource Management strategies on employee retention in organizations, most studies on SHRM and employee retention that have been undertaken in public and private organization and are not linked with employee retention in state corporations. The general objective of the study was to establish the influence of strategic human resource management practices on employee retention in selected state corporations in Kenya. The study specifically aimed to; assess the influence of employee recruitment strategy on employee retention in state corporations in Kenya; determine the influence of employee compensation strategy on employee retention in state corporations in Kenya; assess the influence of employee training strategy on employee retention in state corporations in Kenya and to establish the influence of employee relations strategy on employee retention in state corporations in Kenya. The study adopted a descriptive research design and the target population was a total of 372 human resource and development staff working in the selected state corporations with headquarters offices in Nairobi. The study applied a stratified random sampling technique to select 124 respondents as the sample size for the study. Questionnaires were used as the main data collection instruments and a pilot study was conducted to pretest questionnaires for reliability. Descriptive statistics and multiple regression analysis will be used to analyze the gathered data and the results were presented on tables, figures and graphs. The study findings showed that employee recruitment strategy; employee compensation strategy; employee training strategy and employee relations strategy influence employee retention in State Corporations in Kenya. The study concluded that recruitment strategy is the major human resource strategy that influences most employee retention in state corporations with a coefficient of 0.389, followed by compensation strategy with a coefficient of 0.185, then employee relations strategy with a coefficient of 0.128 and lastly training strategy with a coefficient of 0.123. The study recommended for application of recruitment strategy that emphasizes on higher and right academic qualifications, hiring of management trainees and use of head hunting to recruit the most experienced and skilled staff. The management of state corporations should formulate and implement effective employee compensation strategy through regular review employee salary structures, provision of good benefits and implementation of effective merit pay methods. The management of state corporations should adopt effective employee training strategy by regularly conducting on-the-job training; offthe-job training and leadership development training. The management of state corporations should adopt effective employee relations strategy through application of effective communication channels, use of effective conflict resolution methods, encouraging team building activities and providing better working conditions. 


    Author: Kinoti Agostino Kiogora  

    Co- Author:Dr. Kepha Ombui 

     

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