45 Records out of 22207 Records

Challenges of strategy implementation in pensions department, Ministry of Finance-Kenya

Author: Agolla, James William

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Ministry of Finance (Kenya), Pensions Department ; Pensions ; Civil service ; Government employees ;

Abstract:

Pensions department, ministry of finance of Kenya. The general objective of the study was to determine the challenges. the government faces in the implementation of pensions strategy for civil servants ill Kenya. To achieve the main objective, a content analysis of major documents at the ministry concerning strategic planning was contacted. Interviews from key offices in the department of pensions at four main divisions that are centrally placed in strategic plans implementation processes were carried out to get an in-depth view of the challenges that hinder smooth implementation of a pensions' strategic plan. In its findings, there were challenges in organization structure, reward system, communications, policies, roles of change managers and political as well as corporate governance. The study could be of great significant interest to the corporate world in Kenya and may have generated new information that could be used for policy formulation by the government and its ministries in the republic. Clearly, the study points towards enabling policy makers and practitioners of strategic plans management carry out plans that are manageable in order to steer organizations carefully into future success. The research also advanced the work of previous scholars and academicians. In particular it gave a supporting point to the change management theory where it is imperative to have full involvement of staff in formation and implementation of strategic plans. Based on the research findings the study concluded that training and lack of incentives was a major factor that affected strategic change management at the ministry. The study recommended that training and a policy of rewarding should be highly considered by the leadership and management of Pensions department. Another recommendation pointed to the reforming of governance structures and promotional systems that would lead to motivated staff to steer the implementation of pensions strategic plan.

Top level management perception of performance contracting at the Ministry of Transport in Kenya

Author: Rugut, Angelah Cherotich

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Managers/Perceptions/Performance contracts/Ministry of Transport (Kenya)/Government employees ;

Abstract:

The goal of this study was to look at the top level management's perception on performance contracting at the Ministry of Transport in Kenya. The researcher adopted a case study research design which involved the use of an interview guide The target population constituted the heads of departments who form the top level management in the Ministry of Transport. Content analysis was used to analyse the data. The research findings show that a large portion of the respondents feel that the introduction of performance contracts has to a great extent led to improved service delivery. It was however noted that there is lack of commitment and support from the top leadership. Training of managers on performance contracting was perceived to be vital and helped them embrace the idea of measuring performance. Other research findings indicated that appraisal results/ ratings determine to a great extent whether an employee will be promoted or not. From the study findings the researcher concludes that the introduction of performance contracting in the public sector was an important milestone in performance management. For the Ministry of Transport to succeed in the implementation of the concept of performance contracting all staff in the Ministry have to be trained and sensitized on the importance of performance contracting. The Ministry's top leadership should embrace the idea of performance contracting and demonstrate commitment and support in terms of provision of resources. The researcher recommends that a reward system should be instituted and be effectively implemented. The Ministry should also consider introducing an internal reward system for best performers in each department. The Ministry should also consider introducing other ways of measuring performance for example the Balance Score Card (BSC).

Factors influencing uptake of HIV test among civil servants in Tetu district, Nyeri county

Author: Kibaara, Kelvin Mwenda

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Tetu District/HIV infection/Diagnostic tests/Voluntary counseling and testing/Health education/Government employees/Disease control ;

Abstract:

This study sought to establish factors that influence uptake of HIV test among Civil servants in Tetu district specifically the study looked at the influence of HIV I AIDs knowledge and awareness, access to testing site, model of HIV testing employed and pretest counseling on HIV test uptake. HIV Counseling and testing is the key to HIV management and universal access to treatment. Research has demonstrated that over 230,000 lives were saved by increased enrollment of HIV positive people to care and treatment. This number would have been even higher if every person was able to know hislher HIV status and by extension enroll to care and treatment early enough rather than when the epidemic is at AIDS stage .. The study employed descriptive survey design where questionnaire was administered to the respondents as a tool of study. The sampling method used in the study was stratified random sampling of civil servants from various government departments to achieve a sample size of 80 person. Data obtained was checked and analysed using statistical package for social sciences (SPSS) and the result presented using tables. Ethical issues were put into consideration through observation of guidelines spelt out by the university, seeking of consent and confidentiality of respondent. The study found out that, 89% of civil servants have ever tested for HIV / AIDs at least once, while 11 % were never tested, 27% of civil servants had taken a HIV test at least 3 months prior to the study. The reason for not testing was 90 % fear of knowing the status and stigma from workmates while 10 % said it was not important. Most civil servants were Knowledgeable and aware of HIV / AIDS related issues attributable to training/seminars attended 77% and HIV / AIDs workplace policy 71% , however implementation of the HIV/AIDs policy is still low. Facility based model was know and utilized by majority of civil servants 97% and 72% respectively other model were averagely utilized with moonlight CT lowest at 17%. Most civil servants preferred testing within a health facility setting 64%. On Model of testing 69% strongly agreed that models of testing influences uptake of HIV testing, 8 percent agreed while only 11 percent disagreed. Testing site was easily accessible to civil servants with most testing site within 0 to 500 meter from the workplace 82%. Civil servants recommended that an ideal testing site should have integrated service easily accessible and should remain open after working hours. Majority of civil servants agreed that accessibility to testing site influences uptake of HIV / AIDS test. This study found out that 100% of civil servants tested were counseled during testing, 35 % strongly agreed that counseling influence uptake of HIV testing, 25% agreed while only 15% disagreed. In conclusion HIV/AIDs Knowledge and awareness is very high among civil servants uptake of HIV test is high although very few were tested at least 3 Months prior to the study. HIV/AIDs work place policy need to be fully implemented, there is need to intensify variant testing models such as mobile testing and self testing to adequately reach the population that does not utilize facility based testing. Testing site are within accessible distance to civil servants and pretest counseling is adequately employed to positively influence HIV uptake, more invention through use of leaflets at pretest counseling need to be employed to reduce counseling test time and achieve more HIV test uptake.

Effectiveness of communicating government policies : a case of Kenya Vision 2030

Author: Kyalo, Lilian Mueni

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Economic policy/Government employees/Communication/Effectiveness/Vision 2030 ;

Abstract:

The Kenya Vision 2030 is one of the country's most ambitious development blueprints that is aimed at propelling the nation into a middle-income economy with a high quality of life for its people. The success of the Kenya Vision 2030 will largely depend on the religious implementation of the document by all involved. The blueprint envisages that all Kenyans play their rightful role in the implementation of the 'Vision, but the question that begs is whether those entrusted with the implementation of this great blueprint really understand it, and whether they are up to the task. This study sought to find out whether the government is using effective communication to ensure that staffs in the ministries tasked with implementing the Vision understand the ideals of the master plan, and whether they have the capacity to propagate the message to their subjects. The study relied on the Stakeholder Theory, which states that all stakeholders must be involved and all their interest must be taken into accord before implementing any strategy. The internal public is a major stakeholder in any strategy and if they do not understand it well, then implementation will be difficult. The citizens can only begin to understand the Vision well, as well as understand their roles, if government officials understand and appreciate their roles in the first place. The study involved staff from all government ministries and found that there are major concerns regarding how the Vision has been communicated to them.

The influence of contextual and cognitive factors on the relationship between employee characteristics and employee outcomes in Kenyan Public Corporations

Author: Omari, Stella Moraa

Awarding University: University of Nairobi, Kenya

Level : PhD

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Public sector ; Government employees ; Human resource management ;

Abstract:

The study aimed at establishing the relationship between employee characteristics and employee outcomes and the influence of contextual and cognitive factors on these relationships. The study was carried out in a background of change in the public sector in Kenya which is a major employer in the Kenyan economy and shifts in the management systems affect its employees. The research objective of the study was to establish the nature of the relationship between employee characteristics and employee outcomes and to determine the moderating role of contextual and cognitive factors in this relationship. Review of extant conceptual and empirical literature was done and at the end of it a conceptual framework was developed along with the research hypotheses. A positivist paradigm using descriptive research design was used. The population comprised all the employees of public corporations. Proportionate random stratified sampling was used. The sample size was 384 selected from thirteen public sector organizations. Primary data was collected using structured questionnaires measured on Likert type interval scales. The study yielded a 48 percent response rate. Descriptive statistics comprising means and standard deviations were used to analyse the data. Hypotheses were tested using Pearson Product Moment correlations and stepwise multiple regression. The findings indicate that most employees surveyed have a diploma or higher level of education, 29.7% of them were women and 79% of the respondents were employed on permanent terms. All the hypotheses except two were confirmed with the joint effect of the independent and moderating variables acting on each employee outcome being greater than the effect of the individual variables. Job satisfaction was influenced by human resource practices, size, attribution and justice while commitment was influenced by locus of control and psychological contract. Trust was influenced by human resource practices and OCB was influenced by size and psychological contract. Age did not have any significant relationships with employee outcomes. Conclusions drawn from the research findings suggest that age should be given less weight in matters of employment as it was a weak predictor of employee outcomes; that locus of control has more relevance for employee outcomes than age in organizations. Organization size, human resource practices and organizational justice have more influence on employee outcomes and they need to be implemented and managed well in organizations.

Talent management practices in commercial state corporations in Kenya

Author: Njoroge, Naomi Wambui

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Human resource management ; Parastatals ; Government employees ;

Abstract:

Talent Management Practices has been recognized by many authors as an important Human resource management practice. According to researchers, talent management practices are key in the ever changing global environment. Talent management in Commercial State Corporations is no exception. The objective of this study was to determine talent management practices in commercial state corporations in Kenya. The study explored the various talent management practices that Organizations pursued. The scope of the study was Commercial State Corporations in Kenya. Descriptive survey was used in the study. The study population focused on all the 31(thirty one) commercial state corporations as listed in the SCAC guidelines (appendix II). Primary data was used in the study. A structured questionnaire was used to collect the data. Data collected was analyzed using descriptive statistics. Percentages and frequencies were used to analyze questions on the profiles of the respondents and the Companies. Mean scores and standard deviations were be used to analyze data to determine the talent management practices embraced by these organizations. The data was presented in tables and frequency charts. The findings indicate that most of the CMC's lacked a well formalized and clearly communicated talent strategy. Workforce planning and talent acquisition policies and practices were seen to be embraced but only to a moderate extent. However, the retention policies as a talent management practice in most of the organizations was unclear and hence not embraced much. Other practices on capability development and performance management, leadership and high potential development, total reward compensation practice appeared to be lacking and therefore adopted to a very minimal extent. Learning and development practice and Career management practice was seen to be embraced to some extent. However, although the organisations concurred having programmes and set aside reasonable funds for learning and development, the implementation of these programmes and aligning them to talent management was lacking. The study therefore found that existence of talent management practices in Commercial State Corporations was not clear and existed only to a low extent.

Employee perception of the influence of strategic planning on organization performance at the Ministry of Foreign Affairs, Kenya

Author: Ong'ayo, Evelyne

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Government employees ; Perceptions ; Strategic planning ; Performance evaluation ; Ministry of Foreign Affairs (Kenya) ; Government agencies ; International relations ;

Abstract:

Strategic planning has been hyped as one of modern management's most potent tool to ensure the success of an organization. In Kenya the public sector took up strategic planning as one of the ways to boost performance given the widespread outcry of ineffective service delivery. The Ministry of Foreign Affairs in Kenya took up strategic planning and is currently operating under the 2008-2012 strategic plan. This study sought to establish the employee's perception on the influence of strategic planning on organizational performance in the Ministry of Foreign Affairs. The study used both primary and secondary data. Primary data was collected through a structured questionnaire from a sample of 84 respondents. Secondary data was collected through review of the contents of various relevant publications and reports at the Ministry of Foreign Affairs including the Human Resource manual. performance contract booklets and other relevant materials. Collected data was analyzed using descriptive statistics including means. cross-tabulation. frequencies and percentages to allow for comparison. The study established that the Ministry of Foreign affairs had a Mission and Vision with set objectives that clearly defined responsibilities for strategic planning. It was noted that the Ministry monitored and evaluated implementation and achievement of set objectives by ensuring that they were formulated at all levels in the organization. The Ministry had been continuously improving its service delivery, to ensure quality services to its customers. Additionally. the study found that the Ministry had been delivering on its mandate effectively due to highly trained staff and was determined to attain what is expected of them. strategic planning ensured quality and timely delivery of service and that strategic planning improved employee commitment and motivation. The study recommended that for employees to embrace strategic planning set in the organization. there should a clear communication. The seniors staffs should inform employees on the strategic plan to ensure inclusivity and reduce resistance. During the implementation or the strategic planning, expertise should be involved to ensure that set strategies are in line with the organization objective. All departments in the organization should have set strategies that target a common goal. Quality services was found to be core foundation of maintain and satisfying customer thereby increasing customer satisfaction.

The relationship between staff training programs and departmental objectives in Kenya Revenue Authority

Author: Oyunge, Irene

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Government employees ; Training programs ; Strategic planning ; Kenya Revenue Authority ; Government agencies ;

Abstract:

The importance of training cannot be over emphasized iri the modem day business world. Every organization therefore must identify the needs of its staff and fulfill them through delivery of relevant, timely training programs, which will ensure continuous growth of the organization. All organizations are divided into departments, and each department has its .objectives and therefore training should be designed to meet specific departmental needs as opposed to a blanket curriculum for the whole organization. This is a case study seeking to align departmental objectives with training programs. It comprised of the four departments in Kenya Revenue Authority. The study found that the training programs are fairly aligned to departmental objectives and concluded that there exists a relationship between departmental objectives and staff training programs in Kenya Revenue Authority. This is so because Kenya Revenue Authority has a clearly defined strategy and set of objectives that direct and drive all the decisions made especially for training decisions. From the study it is clear that Kenya Revenue Authority staffs are acquainted with needs of the departments they are in and its objectives and they understand their individual role in achieving them. It was recommended that the organization upgrades facilities in training school, and adopts updated curricula to enable trainees get the real picture of how day to day operations are carried out.

Attitudes of parastatal employees towards the proposed increase in premiums by the National Hospital Insurance Fund

Author: Ochiel, Don Manoah

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Attitudes ; Parastatals ; Government employees ; National health insurance ; Health care policy ; National Hospital Insurance Fund (Kenya ;

Abstract:

In July 2010, a new proposal was passed for the impi~mentation of a new premium contribution structure. This contribution structure proposed an increase of total premium collections from the then Kshs.5 billion to a projected Kshs.l 0 billion. This increase was estimated to be between 500% and 600% resulting in the lowest income group (earning Kshs.5,999 or less) being required to contribute Kshs.150 monthly, while those earning an income of over Kshs.30,000 would contribute Kshs.l000 monthly. The broad objective of the study was to investigate customer attitudes towards the proposed increase in the insurance premiums. The specific objectives were to assess parastatal employees' level of awareness of the proposed insurance premiums by the National Hospital Insurance Fund (NHIF); establish the parastatal employees' attitudes towards the proposed insurance premiums; identify the factors influencing parastatal employees' towards the proposed increase in medical insurance premiums by the NHIF; and to determine the influence of parastatal employees and their willingness to contribute more premiums to NHIF. The study used a descriptive cross-sectional survey research design. The population was 84,400 employees in the parastatal bodies. A sample of 384 was selected using convenience sampling method. Primary data was collected using a semi-structured questionnaire which was administered both personally by the researcher and through email. The questionnaires were administered to staff of parastatals in Nairobi. Data was analysed using descriptive statistics. The results of the study revealed that the employees were very aware of the proposed insurance premiums and most of them learnt of the increases through the mass media. The study also revealed that the employees do not support the proposed increases in premiums. It was further revealed that the factors that influence attitudes towards the proposed increases are their job groups, having another health cover, and the amount paid annually for the insurance cover. In addition, the study found that most employees were unwilling to contribute more premiums to the Scheme. The study concluded that the employees had negative attitudes toward the proposed increases in - premiums by the NHIF. The study recommended that there is need for NHIF to improve the awareness of the proposed premium increases by using the employers to communicate the information. The study further recommended that the NHIF Scheme should implement policies geared towards improving the quality of services they offer. This is the principal strategy that would enhance customers' confidence in NHIF and its services. Finally, the study showed that there is need to review the rates as the employees perceive them to be very high, hence the negative attitudes towards them.

Impact of E-service delivery on employees at the Public Service Commission of Kenya

Author: Onono, Alfred Opiyo

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Public Service Commission of Kenya ; Government employees ; Quality of service ; Data base management systems ; Technological change ;

Abstract:

The main challenge currently facing the Public Service Commission of Kenya, PSC (K) is to provide quality service to its clients towards the realization of vision 2030. In the light of this, the Public Service Commission of Kenya has introduced the e-service aimed at improving service delivery. Despite this, service delivery levels still remain wanting. It is therefore for this reason that the main , objective of the study was study was to establish the impact of e-service on service delivery at the Public Service Commission of Kenya. The conceptual relationship between service delivery and factors such as employee motivation, equity and fairness in training, adequacy in e-service skills and job satisfaction which are affected by the introduction of e-service were examined in this study. The study was an attempt to understand why it has been difficult for the Commission in achieving their objectives and the efficiency required with regard to information, timeliness, accuracy and quality of service delivery to its clients. It was for this reason that the Commission launched the Online Recruitment and Selection Data Base Management System that answers the needs and aspirations of employees in terms of efficient and timely delivery of service. Data was collected using both primary and secondary sources. The primary data was collected using questionnaires while the secondary data was drawn from relevant journal, research reports, the internet, published text books and government publications. The survey was undertaken using questionnaires which were distributed to identify respondents in all the departments and sections of the Commission. The target population 200 employees of the Public Service Commission of Kenya PSC (K) secretariat and a sample size of 60 employees was used with simple random sampling technique employed to arrive at the simple size. The sample of the study comprised 30% of the population under study. Descriptive design was adopted in analyzing the variables involved. Data capturing was done in Microsoft Excel. The data collected was re-coded and entered into the computer using the Statistical Package for Social Sciences (SPSS) V.14) for analysis. The research findings which were presented in the form frequency distribution tables, graphs and pie-charts.