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All Journal International Journal of Business, Economics, and Social Development
Omuya, Jacqueline
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Humanities Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences

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EFFECTS OF PROMOTION PRACTICES ON EMPLOYEE PERFORMANCE IN THE NATIONAL BANK OF KENYA. Nyaga, Ann W; Omuya, Jacqueline
International Journal of Business, Economics, and Social Development Vol. 5 No. 2 (2024)
Publisher : Rescollacom (Research Collaborations Community)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46336/ijbesd.v5i2.640

Abstract

Recruitment is a fundamental function in an organization's human resource management department. Its goal is to attract more qualified candidates for potential employment. The adoption of effective recruitment methods by organizations will increase their ability to recruit competent employees with the necessary skills, thereby helping them master their roles. The purpose of this research was to assess the effect of promotion practices on employee performance in the National Bank of Kenya Limited. The following theories underpinned the study; Cattell’s 16PF Trait Theory, Expectancy Theory and Equity Theory. This study employed a descriptive survey design with a target population of 215 members of staff consisting of managers, supervisors and, Bank officers from the Human resource department, Operations department, Marketing department and Finance department of the National Bank of Kenya, head office. Various departments were chosen using both stratified sampling and simple random sampling methods, based on their employee levels.  A sample comprising 144 respondents was utilized for data collection using a questionnaire and an interview guide for the head of personnel service. Quantitative information obtained was edited, coded and analyzed. Data was analyzed using the Statistical Package for Social Science (SPSS). Both descriptive and inferential statistics were utilized in this study with the results given in tables and figures. The study found that promotion practices had positive statistically significant influence on employee performance in the NBK. On promotion practices, the study concluded that the bank has a promotion policy for employees and that promotion is accorded to employees based on merit. 
Effect of Ethnic Diversity on Employee Performance at the National Museum of Kenya Nguta, Lydia; Omuya, Jacqueline
International Journal of Business, Economics, and Social Development Vol. 5 No. 2 (2024)
Publisher : Rescollacom (Research Collaborations Community)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46336/ijbesd.v5i2.662

Abstract

According to the assessment report from the Quality Assessment and Performance Improvement Strategy, it was identified that the staff members of the state corporations in Kenyan exhibited low performance levels, leading to a decline in employee satisfaction. The National Cohesion and Integration Commission (NCIC) audit report revealed disparities in race and ethnicity within the corporations. The primary objective of the research was to examine the impact of ethnic diversity on the performance of employees at the National Museum of Kenya. The research drew guidance from similarity/attraction theory. In the study, a descriptive cross-sectional survey design was employed. The total population comprised 550 employees at various personnel levels at the National Museum of Kenya headquarters. A population sample of 110 members was selected through Stratified random sampling. Data was collected using a semi-structured questionnaire administered to the chosen sample. To ensure the reliability of the instrument, Cronbach's Alpha was employed. Descriptive statistics was utilized for analysis of quantitative data, with the results presented through tables, figures, graphs, and prose. The research uncovered significant positive correlations between ethnic diversity and employee performance within the National Museum of Kenya. This underscores the importance of cultivating diversity when hiring personnel, as it contributes to enhanced performance. Furthermore, ensuring equal opportunities for promotion fosters employee motivation and dedication. To maximize the benefits of ethnic diversity, organizations should actively promote it and harness the collaborative potential of diverse work groups to improve both individual and organizational performance.
Co-Authors Nguta, Lydia Nyaga, Ann W