The Moderating Role of Technology on the Link between Strategic Training and Performance of State Ministries: Perspectives from Kenya
DOI:
https://doi.org/10.47604/ejbsm.2125Keywords:
Technology Strategic Training and PerformanceAbstract
Purpose: The purpose of this study was to examine the moderating role of technology on the link between strategic training and performance of State ministries in Kenya. Human capital theory was utilized to inform this study.
Methodology: Cross-sectional research design was adopted in the collection and analysis of data. The study's target population was the 13 Kenyan government Ministries. The target population of the study consisted of 344 employees from 13 government ministries in Kenya. 185 respondents made up the study's sample size. To choose respondents, a stratified sample strategy was utilized. Structured questionnaires with both open and closed-ended questions were used to gather primary data. Acts of Parliament, service delivery charters, Vision 2030, session papers on public service delivery, and yearly performance reports were used to gather secondary data. Using experts in human resource management, the validity of the study instrument was assessed. The Cronbach Alpha formula, which adopted reliability coefficients of 0.7 as advised in literature, was used to assess reliability. Using the content analysis method, major themes from both written and spoken word were examined, and deductive arguments were produced based on the fundamental assumptions of the theories. Statistical Package for Social Sciences version 24 was used to perform the descriptive statistics, correlation, and regression analyses on the quantitative data. At a 95% confidence level and a 5% significance level, mean scores, standard deviations, percentages, and frequencies were utilized to define the components of each variable. Tables and graphics were used to present the examined data.
Findings: The findings of this study disclosed that strategic training had a significant positive effect on performance of government ministries in Kenya (r=.674, p-value=.000) while technology positively moderated the relationship between strategic training and performance of Kenyan government ministries (r=.672, p-value=.000). The study concluded that, if properly adopted, strategic training combined with technology can effectively explain performance of government ministries in Kenya.
Unique Contribution to Theory, Practice and Policy: This study recommends that for effective performance of government ministries in Kenya, embracing strategic training and technology is key. This study adds to theory by disclosing that managers can make decisions anchored on human capital theory as well as inform policies formulated and implemented.
Downloads
References
Abdus, S. N. (2011). Training and Development Strategy and Its Role in Organizational Performance. Journal of Public Administration and Governance, 1 (2) 18-29
Abdullah, A. (2014). The impact of affective human resources management practices on the financial performance of the Saudi Banks. Review of Integrative Business & Economics Research, 3(1): 327-336
Adnan, M. R., & Izzat, K. A. A. (2012). The impact of human resource management practices on corporate performance: Empirical study in Jordanian commercial banks. African Journal of Business Management, 6(41), 10591-10595.
Aguenza, B. B., & Som, A. P. M. (2012). Motivational factors of employee retention and engagement in organizations. International journal of advances in management and economics, 1(6), 88-95.
Ali Kadhim Saddam1 & Nur Naha abu Mansor (2016). The Role of Recruitment and Selection Practices in the Organizational Performance of Iraqi Oil and Gas Sector: A Brief Literature Review. Canadian Center of Science and Education; 7 (11), 29-43.
Afzal, F., Kashif, M., Syed, M., Raza, S., Muhammad, S., & Muhammad, H. (2013) Effect of human resource planning on performance of Telecom sector in Pakistan. Journal of Information and Knowledge Management, 3 (2), 7-12
Farman, A. Kashif. M., Syed, M. R. S., Muhammad, S., Muhammad, H (2013). Effect of Human Resource Planning on Performance of the Telecom Sector in Pakistan. Information and Knowledge Management Journal, 2 (3), 1-10
Bal, Y., Bozkurt, S., & Ertemsir, E. (2012). The importance of using human resources information systems (HRIS) and a research on determining the success of HRIS. A paper presented at Management, Knowledge and Learning International Conference.
Benjamin Balbuena Aguenza1& Ahmad Puad Mat Som (2016). Motivational Factors of Employee Retention and Engagement in Organizations. International Journal of Advances in Management and Economics. Available online at www.managementjournal.info
Berger, A. (2005). The Relationship between Capital and Earnings in Banking, Journal of Money, Credit and Banking, 27 (2), 432-456.
Bonn, I. (1996). Strategic human resource management in Australian Organizations, Doctoral dissertation thesis, AGSE, Swinburne University of Technology, Melbourne.
Chebet, J. (2015). Determinants of employees' performance in the County Governments of Kenya; a case of Bungoma County. Published MBA Project. University of Nairobi
Chinowsky, P.S., & Byrd, M.A. (2001). Strategic human resource management in Design Firms. Journal of Professional Issues in Engineering Education and Practice, 1 (3), 32-40)
Collis, J. & Hussey, R. (2014). Business Research: A Practical Guide for Undergraduate and Postgraduate Students. 4th edition, Palgrave Macmillan
Crowther, D. & Lancaster, G. (2012). Research Methods: A Concise Introduction to Research in Management and Business Consultancy. Butterworth-Heinemann
Dauda, Y.A., Akingbade, W.A., & Akinlabi, H.B. (2010). Strategic human resource management practice and corporate performance of Small Business Enterprises in Lagos Metropoli International. Journal of Business Management, 5(11),97-105.
Fred, R.D. (2005). Strategic human resource management, 6 edn., Prentice Hall, New Jersey. From Five Countries, Strategic human resource management. Journal, 19(6), 533-553.
Fisher, C. M. (2010). Researching and Writing a Dissertation: An Essential Guide For Business Students. 3rd ed. Harlow: Financial Times Prentice Hall:808.066658 FIS & e-book
Greenidge, D., Alleyne, P., Parris, B., & Grant, S. (2012). A comparative study of recruitment and training practices between small and large businesses in an emerging market economy: The case of Barbados. Journal of Small Business and Enterprise Development, 19(1), 164-182.
Ghansah, E. (2011). The role of employee retention on job performance. A Ph.D Thesis submitted to the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology
Gitonga, A.G., Kilika,J.M. & Obere, E.(2016). Generation Y Talent Management Strategy and Competitive Advantage: Case of Commercial Banks in Kenya. Journal of Human Resource Management 4, (2):10-18.
Grant, R., (2005). The resource-based theory of competitive advantage: Implications for
Strategy formulation, California Management Review, Spring, 114-35
Gilaninia, S., Mousavian, S.J., Tayebi, F., Panah, M.P., Ashouri, S., Touhidi, R., Nobakar, R., Azizi, N., & Seighalani, F.Z. (2011). The Impact of Information Technology application on supply chain performance. Interdisciplinary Journal of Contemporary research in Business. 3(8), 489-496.
Government Service Delivery Report (2022).
Gopal, R. P. (2012). Impact of talent management on the performance of an organization with special reference to ABG, Pipapav, Bharati shipbuilding industries. MBA Thesis. Padmashree Dr. D.Y. Patil University
Guest, G. (2012). Applied thematic analysis. Thousand Oaks, California: Sage.
Habbash, M. (2010). The effectiveness of corporate governance and external audit on constraining earnings management practice in the UK. Doctoral thesis, Durham University. Available at: http://etheses.dur.ac.uk/448/ [Accessed 12 February 2012].
Hassan, R, (2014). Training and Development impact on Organizational Performance: Empirical Evidence from Oil and Gas Sector of Pakistan. IOSR Journal of Business and Management (IOSR-JBM), 16 (1), 67-72
Hafiza Sadia Mansoor1, Faisal Tehseen Shah, Ateeq-ur-Rehman, Asma Tayyab (2015). Impact of Training and Development on Organization Performance with Mediating Role of Intention to Quit as Human Resource Quality Cost. European Online Journal of Natural and Social Sciences,.4 (4),787-797
Herzberg, F., Mausner, B., Snyderman, B. B. (1959). The Motivation to Work (2nd ed.). New York: John Wiley. ISBN 0471373893.
Herzberg, F. (1966). Work and the Nature of Man. Cleveland: World Publishing. OCLC 243610.
Katua, T., Mukulu, E., & Gachunga, H. (2014). Effect of employee resourcing strategies on the performance of commercial banks in Kenya. International Journal of Education and Research, 2(1): 1-20.
Kasmi Z (2011). Employee Retention: A challenges for HR Practitioners, Int. J. Commerce and Management, 1(2).
Kavoo-Linge, T., & Kiruri, J. (2013). The effect of placement practices on employee performance in small service firms in the information technology sector in Kenya. International Journal of Business and Social Science, 4(15): 213-219.
Kiiru, M. D. (2013) Strategic human resource management practices and performance of parastatals in Kenya. Ph.D Thesis Kenyatta. University.
Kilika, J.M., K'Obonyo,P.O., Ogutu,M. &Munyoki. J.M.(2016). The Mediating Role of University Industry Collaboration on the Relationship between Human Resource Development Infrastructure and Performance of Universities in Kenya. Asia Pacific Journal of Advanced Business and Social Studies, 2(1): 129-148.
Kilika, J.M., K'Obonyo, P.O., Ogutu,M.,& Munyoki,J.M.(2012). Toward understanding the Design of Human Resource Development Infrastructures for Knowledge Intensive Organizations: Empirical Evidence from Universities in Kenya. DBA Africa Management Review, 2(2).
Kimani, J. (2010). Relationship between Strategic Human Resource Management Practices and Firm Performance of the Multinational Manufacturing Companies in Kenya: The Mediating role of Technology. PhD Thesis. University of Nairobi
Kwamboka, V. R. (2016). Influence of Technology on Performance of State owned Institutions in Kenya. MBA Thesis. University of Nairobi
Lamba, S., Choudhary, N. (2013). Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research and Technology. 2 (4), 407-423.
Lanyon, L.E. & Abdalla, C.W. (2008). An Environmental Scanning Indicator Proposed for Strategic Agribusiness Management', John Wiley & Sons, Inc, 13(6), 613-622.
Ligare, H. (2010). Strategic human resource management practices by the state corporations in Kenya. MBA Project. University of Nairobi.
Maina, G. (2011). Strategic human resource management practices applied in performance of the top five secondary schools North District of Kajiado County, Kenya. MBA Thesis, University of Nairobi.
Masaiti G, Naluyele PN (2011) Strategies to retain and motivate employees in Africa: Examining the case of the ministry of education in Zambia. African Journal of. Political Science and International Relations, 5(8):409-23.
Manguru, R. (2011). Influence of strategic human resource management practices on performance of Naivas Limited. MBA Thesis, University of Nairobi.
Magutu, O.P. Mbeche, I. M., Bitange N.R., Onserio N, Nyaanga, R. O. & Ogoro O.T. (2010). Quality management practices in Kenyan educational institutions: the case of the University of Nairobi. African Journal of Business & Management (AJBUMA). Vol. 1 (2010)
Markos, S., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International Journal of Business and Management, 5(12), 89.
Mbondo, J. (2011). Strategic human resource management practices at the Kenya Police Staff SACCO Ltd. MBA Thesis, University of Nairobi.
Mertler, C.A. & Vannatta, R. A. (2010). Advanced and Multivariate Statistical Methods, 4th Ed. Los Angeles
Ministry of Education Report (2016). The Quality of Education in Higher Institutions of Learning in Kenya. Free Press
Mokaya, L. O. (2014). Influence of employee retention strategies on the performance of Kenya power and lighting company limited. PhD. Thesis. University of Nairobi.
Moturi K. R. (2010). The Influence of Strategic Practices on the Performance of Government Ministries in Kenya. MBA Thesis. Kenyatta University.
Mueni, M. (2014). The Relationship between Quality and Performance of Higher Institutions of Learning in Kenya. MBA Thesis. Kenyatta University.
Mutua, S., Karanja, K., & Namusonge, G. (2012). Role of human management practices on performance of financial cooperatives based in Nairobi County, Kenya. International Journal of Humanities and Social Science, 2(22): 289-297.
Mutahi, N. & Busienei, J.R (2015). Effect of human resource management practices on performance of public universities in Kenya. International Journal of Economics, Commerce and Management, 3 (1) 1-41
Mulinge N. (2014). The influence Technology on Quality Customer Service Delivery among Commercial Banks in Kenya. MBA Thesis. Kenyatta University.
Mutia, E. (2011). Strategic human resource management practices in family owned businesses in manufacturing sector in Kenya. MBA Thesis, University of Nairobi.
Namusonge G.S. Kabare, K. & Kagwiria R. (2014). Effect of talent retention on organisation performance in companies listed in Nairobi securities exchange in Kenya. European Journal of Business and Social Sciences, 3 (1), 47-58
Nazir, S.& Zaman, K. (2012). Literature review on total rewards: An International Perspective; African Journal of Business Management 6(8), 3046- 3058.
Ngatia, E. (2011). Strategic human resource management at Kenya Rural Roads Authority. MBA Thesis. University of Nairobi.
Novikov, A.M. & Novikov, D.A. (2013). Research Methodology: From Philosophy of Science to Research Design. CRC Press
Ondieki, D. O., Paul, S. N. & Mbura, L. K. (2017). Influence of strategic management practices on productivity of state corporations in Kenya: A case of Kenya Civil Aviation Authority. International Academic Journal of Human Resource and Business Administration, 2(3), 556-579
Odunga, V. (2011). Strategic human resource management practices within construction firms in Kenya. MBA Thesis. University of Nairobi.
Ogolla, K.O. (2007). Strategic human resource management Practices of Pharmaceutical Importers and Distributors in Kenya. MBA Thesis. University of Nairobi
Omotayo et al. (2015). Talent Retention and Organizational Performance: A Competitive Positioning in Nigerian Banking Sector. International Journal Article, 4 (2), 12-24
Ibullah, S., Omotayo, O., Anthonia, A., Odunayo P., S. & Hezekiah, F. (2016). Talent Retention and Organizational Performance: A Competitive Positioning in Nigerian Banking Sector. Periodica Polytechnica Social and Management Sciences. 24(1),1-13
Shikha N. K., & Karishma, G. (2012). Human resource planning practices. Journal of Business and Management, 3(6): 06-13.
Spanos, S., & Lioukas, E. (2011). The new human resource management: creating the strategic business partnership, in Schuler, R., Jackson, S. (Eds), Strategic Human Resource Management, Blackwell Publishers, Oxford.
Thite, M., & Russell, B. (2010). Work organization, human resource practices and employee retention in Indian call centers. Asia Pacific Journal of Human Resources, 48(3), 356-374.
Thiriku, M. & Were, S. (2016). Effect of talent management strategies on employee retention among private firms in Kenya: A case of Data Centre Ltd - Kenya. International Academic Journal of Human Resource and Business Administration, 2 (2), 145-157
Viljoen, J. (2004). Strategic human resource management: Planning And Implementing Successful Corporate Strategies, 2 Ed., Longman Cheshire, Melbourne
Wangai, M. K. (2014). Factors perceived to influence employee retention at Kenya Pipeline Company (Doctoral dissertation, University of Nairobi).
Yamamoto, H. (2011). The relationship between employee benefit management and employee retention. The International Journal of Human Resource Management, 22(17), 3550-3564.
Zimmerman, M. A. Israel, B. I., Schulz, A., & Checkoway, B. (1992). Further explorations in empowerment theory: An empirical analysis of psychological empowerment. American Journal of Community Psychology, 20,707-728
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 Dr. Indara Selline, Dr. Kegoro O. Henry, Ms. Otieno Dina
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
