STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL PERFORMANCE OF UNGA FARM CARE EAST AFRICA LIMITED

Titus Odero Ombata, Dr. Scholastica Wamwayi

Abstract


One vital area with great opportunity that organizations are yet to fully maximize on is Strategic Human Resource Management (SHRM). Previous literature on the influence of strategic human resource management in the manufacturing sector is scarce with majority of the studies focusing on other sectors such as IT and Finance. This study aimed to bridge the literature gap present in this area. The purpose of this study was to determine the influence of strategic human resource management practices on organizational performance of Unga Farm Care East Africa Limited. The study was guided by the following objectives; influence of succession planning on organizational performance, influence of training on organizational performance, influence of strategic recruitment on organizational performance and influence of organizational culture on organizational performance. The study was conducted at Unga Farm Care East Africa Limited from June 2023 to November 2023. The study used the strategic contingency theory, resource-based theory and human capital theory to establish a link between the study variables. The study adopted a descriptive research design to collect data from a study population of 400 employees of the organization. Stratified random sampling was used to choose a sample of 200 participants from whom primary data was collected using a questionnaire. The study conducted a pilot test and tested for content validity and reliability through Cronbach Alpha Coefficient. The reliability results indicated that all the items in the questionnaire were reliable. Data was analyzed using SPSS version 28 for inferential and descriptive statistics. The response rate for the study was 76% as only 152 questionnaires out of the 200 distributed were returned. The study tested for descriptive and inferential statistics. The Pearson product moment correlation coefficient was used to determine the relationship between the dependent and independent variables. The results indicated that there existed a strong and positive relationship between the independent variables and dependent variables. A multilinear regression analysis in the form of Y= -0.186+0.264X1+0.049X2+0.308X3+0.377X4+ɛ was used to assess the link between SHRM practices and organizational performance. The results indicated that a unit increase in succession planning increased organizational performance by 0.264, training by 0.049, strategic recruitment by 0.308 and organizational culture by 0.377. The study concluded that succession planning, training, strategic recruitment and organizational culture enhance organizational performance. The study recommended that manufacturing firms develop adequate strategies to fully implement all the independent variables and positively impact organizational performance.

Key Words: Strategic Human Resource Management Practices, Organizational Performance


Full Text:

PDF

References


Amani, A. A. (2021). Impact of recruitment and selection practices on organization performance in Equity Bank Nairobi. [Strathmore University]. https://su-plus.strathmore.edu/server/api/core/bitstreams/b197d12b-5b21-4eae-a542-3d485e27f371/content

Bruno, E. (2021). Influence of Organizational Culture on Service Delivery Among Private Hospitals in Nairobi City County Kenya [University of Nairobi]. http://erepository.uonbi.ac.ke/bitstream/handle/11295/157099/Bruno%20E_Influence%20of%20Organizational%20Culture%20on%20Service%20Delivery%20Among%20Private%20Hospitals%20in%20Nairobi%20City%20County%20Kenya.pdf?sequence=1

Butali, P., & Njoroge, D. (2020). Selective Hiring, Organizational Performance and Commitment. 22(1), 65–69. https://doi.org/10.9790/487X-2201046369

Chineye, E., & Ogohi, D. (2020). Strategic Human Resource Management and Performance of Manufacturing Firms in Nigeria. 22(5), 1–8. https://doi.org/10.9790/487X-2205070108

Gupta, M., Shaheen, M., & Reddy, K. P. (Eds.). (2019). Qualitative Techniques for Workplace Data Analysis: IGI Global. https://doi.org/10.4018/978-1-5225-5366-3

Hamadamin, H. H., & Atan, T. (2019). The Impact of Strategic Human Resource Management Practices on Competitive Advantage Sustainability: The Mediation of Human Capital Development and Employee Commitment. Sustainability, 11(20), 5782. https://doi.org/10.3390/su11205782

Hassan, S., Iqbal, Y. M. J., & Ghias, W. (2017). Organizational Learning and Competitive Advantage in Banking Sector of Pakistan. Global Social Sciences Review, II(I), 79–90. https://doi.org/10.31703/gssr.2017(II-I).05

Hassan, S. N. ul, & Siddiqui, D. A. (2020). Impact of Effective Succession Planning Practices on Employee Retention: Exploring the Mediating Roles. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3556924

Jaradat, S. (2015). Impact of training and development function on enhancing competitiveness capacity (An Empirical study of Jordanian industrial companies from managers perspective). Business Management and Strategy, 6(1), 25. https://doi.org/10.5296/bms.v6i1.7803

Karar, S. J. S., & Salman, S. J. A. (2020). Impact of human resource management practices on strategic competitiveness. 7(8), 2491–2501.

Lempaka, A. L. (2018). The Effect of Succession Planning on Employee Retention in Kenya Commercial Bank Ltd, Kenya [University of Nairobi]. http://erepository.uonbi.ac.ke/bitstream/handle/11295/104914/Lempaka_The%20Effect%20of%20Succession%20Planning%20on%20Employee%20Retention%20in%20Kenya%20Commercial%20Bank%20Ltd,%20Kenya.pdf?isAllowed=y&sequence=1

Madaan, S., & Bhatnagar, Dr. V. K. (2021). A Study of Competitive Advantage through Training and Development in Hospitality Industry with special reference to The Imperial, New Delhi. International Journal of Business and Management Research, 9(2), 194–200. https://doi.org/10.37391/IJBMR.090210

Maphisa, S. B., Zwane, B. K., & Nyide, C. J. (2017). Succession planning and staff retention challenges: An industrial outlook and major risks. Risk Governance and Control: Financial Markets and Institutions, 7(3), 17–26. https://doi.org/10.22495/rgcv7i3p2

Mbiti, J., & Misango, S. (2021). Organizational culture and structure as determinants of service delivery in The County Government of Kitui. European Journal of Business and Strategic Management, 6(1), 73–88. https://doi.org/10.47604/ejbsm.1385

Mutegi, F. M., Nzioki, S., & King’oriah, G. (2021). Organisational Culture and Public Service Delivery of Huduma Centres in Kenya. The International Journal of Business & Management, 9(8). https://doi.org/10.24940/theijbm/2021/v9/i8/BM2108-026

Ngugi, D. W., Gachunga, H., & Mukanzi, C. (2021). Relationship between Organizational Culture and Service Quality in Universities in Kenya. 3(2), 1–12.

Rashid, Y., Quratulain, Rafique, U., & Chughtai, M. A. (2014). Gaining Competitive Advantage through Training, its Effect on Business Results and the Role of Firm Strategy: A Study on IT Projects of Punjab Pakistan. 4(5). https://www.textroad.com/pdf/JBASR/J.%20Basic.%20Appl.%20Sci.%20Res.,%204(5)70-76,%202014.pdf

Ratnawati, M, T. N. R., & Sintyasari, I. (2022). Competitive Advantage as a Mediation of the Influence of Learning Organizations on SME Performance in Malang City. International Research Journal of Economics and Management Studies, 1(3), 58–64. https://doi.org/10.56472/25835238/IRJEMS-V1I2P109

Selase, A. E. (2018). The Impact of Recruitment and Selection Criteria on Organizational Performance. GN Bank, Greater Accra Region of Ghana as the Mirror. Journal of Public Administration and Governance, 8(3), 283. https://doi.org/10.5296/jpag.v8i3.13637

Tetteh, J., & Asumeng, M. A. (2022). Succession planning, employee retention and career development programmes in selected organisations in Ghana. African Journal of Management Research, 27(1), 151–169. https://doi.org/10.4314/ajmr.v27i1.9

Vejsiu, I. (2019). The role of recruitment in the financial performance of the banking system. Proceedings of the 11th Economics & Finance Conference, Rome, 7(10). https://doi.org/10.20472/EFC.2019.011.014

Wambui, M. N. (2018). The influence of strategic human resource management practices on firm performance of insurance firms in Kenya. [Strathmore University]. https://core.ac.uk/download/pdf/161851382.pdf

Wuttaphan, N. (2017). Human Capital Theory: The theory of Human Resource Development, Implications and Future. 18(2), 240–255.

Zafar, A., & Akhtar, G. K. H. (2020). Effect of Successional Planning on organizational growth. Journal of Social Sciences and Humanities, 59(1), 21–33. https://doi.org/10.46568/jssh.v59i1.323


Refbacks

  • There are currently no refbacks.