Influence of Job Analysis on Employee Performance in Private Hospitals of Kisii County-Kenya
DOI:
https://doi.org/10.47604/jhrl.2667Keywords:
Job Satisfaction, Public Health, Labor Demand, Human Capital, Firm Employment DecisionsAbstract
Purpose: This research aims to examine the impact of job analysis on employee performance in the private hospitals of Kisii County. Even though the hiring procedures in these hospitals are strict, some of the employees working in these hospitals have been found to be performing poorly and have various challenges such as low morale, high turnover rate and poor performance.
Methodology: The study adopted the use of a cross-sectional descriptive survey which was used to collect detailed information about he under-study issue, the practice of job analysis and its impact on worker productivity in Kisii County hospitals. The researcher adopted a descriptive study design, and the data for the study was collected from 108 healthcare professionals and administrators from different private hospitals in Kisii County. The collected data was then analysed using SPSS Version 24. The results were then represented tables and graphs for easy analysis. Descriptive and inferential statistics highlighted the effects of job analysis on employees’ performance.
Results: The results of the study indicate that external recruitment excels with the highest mean score as can be seen by the respondents who view it as being highly effective. This is drawn from the different scores related to different study items. For instance, the mean score for job analysis was 3.78 which indicates that most respondents agreed that job analysis had a positive impact on job performance. Internal recruitment also recorded a mean score of 3.52 and a standard deviation of 1.05. On external recruitment, the scores were a 4.21 mean with a standard deviation of 0.87 which showed a very small variation in the answer spread. Lastly, employee performance scored a mean of 3.95 which indicated that employees were perceived to be running at high level based on the feedback provided. Firms that used both internal and external sources of recruitment had higher productivity than those that relied on internal sources only. However, there are some limitations such as the use of self-reported data may bring in some bias.
Unique Contribution to Theory, Practice and Policy: Based on the study results, the researcher makes the following recommendations to the hospitals administration. First, there is need to undertake routine and comprehensive job analysis by companies to ensure that the company has competent employees. Secondly, the involving of employees in job analysis has numerous advantages and job satisfaction. Lastly, the researcher hypothesises that capacity building of HR employees significantly improves on the quality of job analysis. Similarly, to hospitals in Kisii County, the researcher recommends the adoption of job analysis to improve on their manpower.
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Copyright (c) 2024 Robert Ouko Gai, Dr. Jacqueline Omuya, (PhD)
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