Summary of Findings on influence of employee relations strategies on employee performance
in public universities in western Kenya
The first objective of the study was to establish the influence of staffing and promotions on
employee performance in Public Universities in Western Kenya. The corresponding null
hypothesis was that staffing and promotions does not influence employee performance in public
Universities in Western Kenya. The study finding revealed that staffing and promotion has a
significant positive influence on employee performance in public Universities in Western Kenya.
The second objective of the study was to establish the influence of training and development on
employee performance in Public Universities in Western Kenya. The corresponding null
hypothesis was that training and development does not influence employee performance in
public Universities in Western Kenya. The study finding revealed that training and development
has a significant positive influence on employee performance in public Universities in Western
Kenya.
The third objective of the study was to ascertain the influence of performance on employee
performance in Public Universities in Western Kenya. The corresponding null hypothesis was
that performance appraisal does not influence employee performance in public Universities in
Western Kenya. The study finding revealed that performance appraisal has a significant positive
influence on employee performance in public Universities in Western Kenya.
5.1 Conclusions
From the analysis and findings regarding the influence of employee relations strategies on
employee performance in public universities in Western Kenya, on the first objective which
sought to establish the influence of staffing and promotions on employee performance in Public
Universities in Western Kenya, the study concludes that staffing and promotions is an important
antecedent of employee performance in public Universities in Western Kenya.
On the second objective which sought to establish the influence of training and development on
employee performance in Public Universities in Western Kenya, the study concludes that
training and development is an important antecedent of employee performance in public
Universities in Western Kenya.
On the third objective which sought to ascertain the influence of performance appraisal on
employee performance in Public Universities in Western Kenya, the study concludes that
performance appraisal is an important antecedent of employee performance in public
Universities in Western Kenya.
5.2 Recommendations
Based on the foregoing findings conclusions, the study therefore recommends the following:
First of all, since a significant positive relationship exist between staffing and promotions and
employee performance, the Universities management should lay more emphasis on the
implementation of staffing and promotion strategies to a greater extent as it was found to
positively influence employee performance. Currently staffing and promotion strategies are
being implemented to a moderate extent.
Secondly, because training and development exert a positive significant influence on employee
performance, more effort and resources should be focused on activities that ensure successful
implementation of training and development as these efforts will enhance employee
performance.
Thirdly, since the study revealed that performance appraisal has appositive significant influence
on employee performance, universities management should focus their attention towards
adoption and implementation of performance appraisal so as to positively impact on employee
performance.
5.3 Limitations of the Study
While this research offers insight into how various employee relation strategies influence
employee performance in public Universities in Western Kenya, this work was not without
limitations. Specifically, all the employee relations strategies were not looked into due to time
and cost constraints. To compensate, a recommendation for future study was provided so as to
promote the continuous investigation on the issue. In this way, a continuum of learning
through investigation on this issue could be promoted.
5.4 Suggestions for Further Study
The study suggests a replication of this study to other organizations in Kenya in order to
ascertain whether the same results can hold in these other sectors of the economy. This will
help in enhancing the knowledge on employee relation strategies in Kenya.
The study further suggests that future studies should be directed towards investigating other variables that
influence employee performance in Kenya since the ones looked into under this study are found to have
moderate influence
