INFLUENCE OF STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE IN THE JUDICIARY.A SURVEY OF SELECTED COURT STATIONS IN NORTH RIFT REGION, KENYA

Abstract

Strategic Human Resource Management creates coherent framework for employees and develop support systems for an organization’s long term goals. It was developed to have a strategic outlook in which the employees are developed and maintained to ensure effective employee performance. The purpose of this study therefore was to investigate the influence of Strategic Human Resource Management Practices on employee performance in the Judiciary’s court stations within North Rift Region. The specific objective of the study were ;to determine the influence of strategic training and development on employee performance , to determine the influence of Strategic recruitment and selection on employee performance, to determine the influence of strategic reward and compensation system on performance of employees and to determine the influence of strategic Welfare services on employee performance . The study was guided by three theories; Human Capital theory, Contingency theory and cybernetic theory. The study used both descriptive and inferential research designs. Stratified sampling technique was used and sample size of 247 was derived from a target population of 500 being 49% the research response rate was 89.06%. Secondary and primary were sources of data for the study. Data collection instrument was well designed, reliable and validated questionnaires and interview schedules. The Cronbach Alpha coefficient was 0.893 which means internal consistency among the items in the instrument was reliable. The findings of the study were analyzed using descriptive and inferential statistics. Inferential statistics employed by the study included multiple and correlation analysis which was aimed at finding the magnitude and direction of the variables. The statistical analysis was measured at 0.05% significance level. Frequency distribution tables provided methods used to present processed data. Ethical issues were considered to protect the privacy and anonymity of the Respondents. R2 was 0.626 which indicate that the strategic human resource management practices account for 62.6 % of the variation of the employee performance . In conclusion the study revealed that the four variables of strategic training, staff welfare services, reward system, and recruitment did highly influence employee performance. The outcome of the study intends to help Judiciary and other organizations to develop SHRM policies to enhance employee performance. The findings are beneficial to all staff managing in organizations especially judicial staff. The study recommends that management need to sensitize staff on SHRM and its application.