Influence of Employee Assistance Programs on Employee Performance in Mumias Sugar Company, Kenya (original) (raw)
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European journal of social sciences, 2017
Welfare programs are concerned with the total wellbeing of employees both at work and at home. Non-monetary welfare programs in the workplace are offered by employers in the hope of winning the satisfaction index of an employee and hence increasing employee engagement and commitment, which equally translate to increased productivity, reduced turnover and enhanced employee loyalty. Several experts assert that non-monetary welfare programmes have long lasting effects on employee performance since they are intrinsic in nature. The objective of the study was to investigate the relationship between non-monetary welfare programmes like safety and health programmes and pension and retirement schemes with employee productivity among the non-teaching staff in institutions of higher learning in Kenya. The study adopted descriptive research design. The population comprised staff from five private universities in Nairobi County which have been in operation for ten years or more from which a sam...
This study aimed at investigating on how the current reward programme influence employees job performance at Nzoia Sugar Company Limited in Bungoma County. Specifically, it aimed at finding out which aspects of reward programme functions well and which aspects could be further developed and improved in order to increase employee job performance. The research specific objectives were; (i) to establish the influence of promotion on employee job performance at Nzoia Sugar Company Limited in Bungoma County; (ii) to establish how training influence employee job performance at Nzoia Sugar Company Limited in Bungoma County and (iii) to examine the influence of flexible work systems on employee work motivation at Nzoia Sugar Company Limited in Bungoma County. The target population was 252 employees of Nzoia Sugar Company Limited. The target population comes from different departments. The study sample size was 76 employees obtained through stratified random sampling method. The descriptive research design was used. The data was collected through questionnaires and interviews. The data was prepared and analyzed by descriptive statistics and inferential statistics through the aid SPSS. Data was presented in form of tables, pie charts, and bar charts. The study used correlation analysis to bring out the relationship between the variables under study. Promotion of employees showed the greatest influence on employees job performance as it indicated the highest mean of 35.5 and hence based on these findings the company should implement promotional rewards to realize increase increased productivity of the employees. Promotional rewards are ranked no. 1 among other promotional rewards. This study will be of significance to the management of Nzoia Sugar Company limited in Bungoma County to revise reward program policies for the purpose of increasing employee job performance, the study will enable the researcher to make recommendations to Nzoia Sugar Company administrators in Bungoma County, policy makers especially Kenya Sugar Board and any public sector in formulating policies and strategies to be employed to improve employee job performance in institutions of sugar manufacturing industry. The study will also be a source of reference for researchers intending to carry out further research on the influence of reward programs on employee job performance at Nzoia Sugar Company limited in Bungoma County or any other institution.
2020
Human resource management practices have a significant role in the enhancement of employee performance. Several studies in Kenya have indicated low employee performance due to various reasons in the sugar industry. Organizations pursue proactively human resource practices and systems to capitalize on strength of this vital asset for sustained competitive advantage.Inhuman resource management employee performance forms the basis of most organizations performance too. Therefore, the main objective of this research is to find out the influence of human resource practices on employee performance inselected sugar Companies in western kenya. The research objectives are; employee on job training practices, employee recruitment practices, employee employee compensation practices and performance appraisal practices on employee performance in selected sugar companies western kenya. Human capital,Expectancy theory, equity theory and goal theory underpined the study. This study will adopt descr...
Employee Assistance programs are mediation programmes at the work place that assist employees to resolve their personal problems. Retention of employees alludes to strategies and practices that an organization uses to keep important and high qualified employees from finding employment elsewhere. The general objective of the study was to investigate the influence of employee assistance programs in public level five hospitals in Kenya. The specific objectives of the study were; to establish the influence of child care programs, Counselling programs and wellness programs on staff retention. The study adopted descriptive and correlational research designs. The study targeted 472 doctors, 3318 nurses and 449 clinical officers from the 11 available public level five hospitals in Kenya. The study further used a proportionate stratified random sampling to select eight (8) public level five hospitals, and a total sample size of 40 doctors, 278 nurses, and 37 clinical officers. Simple random sampling was used to select the study participants in each stratum. Data was collected using a semistructured questionnaire through drop and pick approach. Cronbach alpha was used to test the reliability of the research instruments. Data was analyzed using SPSS Version.23, with descriptive and inferential statistics being used to discuss study findings based on the objectives. The study found out that employee assistance programs, significantly influenced the health workers' decision to continue working in the same institution. The study concludes that employee assistance programs, significantly exert influence on employee retention in the public level five hospitals. The study recommends that the management of the public level five hospitals in Kenya, should invest in improving the employee assistance programs. The study recommends that the management of the public level five hospitals in Kenya, should invest in improving the employee assistance programs as a means to encourage and motivate their employees. These will in turn lead to improved employee retention.
The Influence of Staff Welfare on Employee Performance at Public Service Commission in Kenya
Asian Journal of Business and Management
Employees represents the human capital factor in all organizations and embodies all human abilities regardless of the intrinsic or learnt qualities, whose worth could be improved by suitable development investments. Thus, organizations needs to provide more attractive compensation and qualitative packages to enhance the motivation of the people through incorporation of staff welfare practices. The objective of the study was to determine effect of staff conflict resolution on employee performance at Public Service Commission in Kenya. The specific objectives were to establish the influence of retirement benefits, allowances/benefits, compensation and medical insurance on organization performance the Public Service Commission in Kenya. This research adopted descriptive survey research design approach. The target population in this study comprised of human resource department, staff welfare/public relations, and general management in the Public Service Commission in Kenya. The study ...
The success of an organization lies in the commitment of the individual human resource towards the attainment of a common goa l. Organizations consider human capital significant in establishing and maintaining a competitive advantage. Studies in the sugar industry in Kenya have indicated low employee performance and consequent decline in employee productivity. Owing to the foregoing facts t he study sought to find out the effects of Human Resource Management practices on Employee performance. The objective of this study was to determine the effect of training practices on employee performance in sugar industries in Kenya. This study was guided by Res ource-Based Theory as propagated by Werner Felt in 1984. Descriptive survey research design was used in this study. The target population of the study was 2,987 members of the two (Nzoia and Mumias) sugar manufacturing firms in Western region. Purposive sampling technique w as used to select the 11 managers and Random sampling technique was used to select 331 subordinates' employees, both primary and secondary data were used. Data was collected by use of questionnaires and interview schedules. Prior to the main study, a pilot study w as carried out to ascertain the validity and reliability of the research instruments. Employees were stratified into managers and subordinates. Data was analyzed by use of both descriptive and inferential statistics. Multiple regression results indicated the value of R 2 as 0.297 which tells us that human resource practices can account for 29.7% of the variation in the level of employee Performance. On overall, the study f ound out that the independent variables TP had a positive and significant influence on employee performance in sugar industry at 95% interval confidence level. The strength and significance of the correlation displayed showed that the variable TP was lowly related with TP (β1=0.226,p<0.000). It was therefore concluded that Training Program was one of the most preferred attributes of Human resource practices, though this human resource attribute was not effectively used. It was recommended that the Management of Sugar industry should embrace sensitiz ation on the role of human resource practices in a competitive environment. The government ministries, on the other hand, may use the findings of this study to initiate reward programs that will improve employee performance. The ministries will benefit through integration of HRM practices in their business operations hence facilitate enhanced output at factory level. The study recommended that sugar industries should continue to improve on the aspects of on-the-job training, enhancement of employee morale, recognition of employees' hardwork, paying employees best to reflect their efforts and sharing of formal levels of disciplinary sanctions among other recommendations.
As the business environment is becoming more competitive and unstable than ever before, organizations are seeking to gain competitive advantage through enhanced employee performance. To achieve this, organizations have recently focused on the human resources practices through more innovative approaches. The aim of the present study was to establish the effect of human resource management practices on employee performance in large scale tea farms in Kenya. The study specifically looked at the effect of selected practices and how they impact on the overall employee performance. The study employed a descriptive research design specifically a case study of tea firms. The target population was employees of all three large scale tea farms in Kuresoi South District. The target population was 2750 employees and the study used cluster sampling due to the geographical coverage of the tea farms to have a representative sample of 96 employees. The study used both qualitative and quantitative data approach in its data collection. The collected data was summarized and analyzed using both descriptive both descriptive and inferential statistics and then presented in tables, graphs and charts. The findings indicated that there was a strong relationship between employee training, employee welfare practices, compensation and job security measures and employee performance. Compensation and employee welfare practices with correlation coefficients of r = 0.673 and r = 0.485 were found to have the most significant effect on employee performance. The study recommended that tea farms need to put in place effective compensation schemes and progressive employee welfare practices in order to enhance employee performance. Further, the large scale farms need to enhance both their employee training processes and job security measures in a bid to motivate their employees if employee performance is to be increased.
2019
I wish to acknowledge the Almighty God for the strength, good health, and ability to undertake the study, as well my supervisor, Dr Margaret Kariuki, for willingly accepting to supervise my work and offering valuable guidance. I sincerely appreciate my study partner, Ms Christine Muthoni, for her valuable support and encouragement throughout the course, and the research respondents, employees of KRC (MGR Operations), whose contribution made this study a success. My special gratitude and appreciation go to my family; Josephine, Bryan, Dean, and Felix for their immeasurable support during my study, to all my lecturers and support staff who facilitated my study, the security personnel who offered security and facilitated movement in and out of the university premises, all my study friends and members of the various assignment groups. God bless you all.
LASU Journal of Employment Relations & Human Resource Management
The study examined the effect of employees’ welfare on the organizational effectiveness in Bowen University Teaching Hospital, Ogbomosho (BUTH), Nigeria. Using the survey method, 384 staff members of Bowen University Teaching Hospital (BUTH), Ogbomosho were sampled to test three hypotheses. The findings of the study showed that the available welfare programmes (job-related injuries and illness prevention facilities; subsidized medical facilities for employee’s family members; training and development) in BUTH had a significant impact on employees’ performance (R2=.642, F= 16.413, P<.05). It was further established that there was a positive and significant relationship between corporate performance and economic welfare scheme (r = .209, p<.05), recreational welfare services and corporate performance (r = .169, p<.05), while no significant relationship was found between corporate performance and facilitative welfare scheme (r = .070, p>.05) of the hospital. The findings of...