STRATEGIC HUMAN RESOURCE PRACTICES AND EMPLOYEE PERFORMANCE IN THE OFFICE OF THE REGISTRAR OF POLITICAL PARTIES IN KENYA

Mary Mali Kavindu, Dr. Wallace Atambo

Abstract


The study aimed at examining the relationship between strategic human resource practices and employee performance at the Office of the Registrar of Political Parties. The specific objectives were; to examine the effect of succession planning on employee performance in Office of the Registrar of Political Parties, and to establish the effect of employee Development on employee performance in Office of the Registrar of Political Parties. This study adopted a descriptive research design. The target population was 191 staff of the Office of the Registrar of Political Parties. This study used census hence a sample of 191 staff.  Questionnaires were used to collect data. A pilot test was conducted with 10% of the target hence 19 respondents. The study used content and construct validity. Reliability was evaluated through the use of Cronbach's Alpha Coefficient. The constructs measures had an average of 0.5 which is within the recommended construct validity threshold. Reliability test showed that all the variable measures were valid since they meet the reliability threshold of 0.7. The study data was analyzed using descriptive and inferential statistics for analysis with the help of SPSS Version 28. Findings showed that there was a strong significant correlation between succession planning and employee performance in Office of the Registrar of Political Parties (r=0.603, p=0.000), and a moderate significant correlation between employee development and employee performance in the Office of the Registrar of Political Parties (r=0.415, p=0.000). The recommendations were; the management should conduct appraisals to obtain information to ensure that managers assessed staff members who have the potential to grow. The management should view training as a long-term process and not just some process that lasts for a short while.

Key Words: Strategic Human Resource Practices, Succession Planning, Employee Development, Employee Performance, Office of the Registrar of Political Parties


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