Summary of the findings on Human Resource Management Practices
The scores of the variable Human Resource Management practices were computed to come up
with a simple average of the scores in each component. Table 4.17 presents a summary of HRM
practices as shown in the study.
Table Means and Standard Deviations for Human Resource Management Practices
Sub components
N
Mean Std. Dev
Employee participation and empowerment. 288 2.73 1.112
Employee training and development. 288 3.19 1.22
Adequate and fair compensation 288 2.86 1.283
Employee Welfare and benefits.
Performance Management.
288
288
3.11
3.3
1.24
1.181
Average score on HRM practices
288 2.64 1.19
Cronbach alpha coefficient = 0.9114
This analysis shows that the extent to which Human Resource Management Practices were carried
out in the organizations was rated as moderate by respondents (mean 2.64 and SD 1.19). Though
respondents were indifferent about the extent to which the Practices were carried out in their
organizations, they rated them as moderate. The respondents were indifferent on the extent to
which Human Resource Management Practices were carried out in the organization to enhance
increased employee performance (SD 1.19). Despite the indifference they rated the practices as
moderate. Performance Management had the highest score (Mean 3.31, SD 1.24) followed by
employee training and development (Mean 3.19, SD 1.22). In these two sub variables, respondents
agree that they are practiced in their organization, rating them as moderate. Employee participation
and empowerment (Mean 2.73, SD 1.112) and Adequate and fair compensation (Mean 2.86, SD
1.283) recorded the lowest overall mean score.
The analysis imply that respondents were happy with the way their organization practiced
performance management and employee training. They were moderate on adequate and fair
compensation and employee participation and empowerment. Generally Human Resource
Management practices was moderately practiced in Kenyan State Corporations. It should also be
noted that respondents were indifferent and lacked consensus in their views about the Human
Resource Management Practices in their organizations. This was indicated by the standard
deviations in all responses being above 1. This may be explained by the fact that different State
Corporations provide different levels and quality of Human Resource Management Practices with
absence of guidelines and standards to control them.
,
Employee Competence
The measurement of the rating was done using a five point likert scale ranging from 1 - very low to
5 - very high. A score of ≤ 1.5 was interpreted to mean Very low. A score of 1.5 to ≤ 2.5 meant
Low and a score of 2.5 to ≤ 3.5 was interpreted to mean Medium whereas 3.5 to ≤ 4.5 meant High.
A score of ≥ 4.5 was interpreted as very High. This interpretation is based on what was
recommended by Rotter (1966). A standard deviation of ≤ 1 was interpreted to mean that
respondents had a consensus in the rating of the statement while a standard deviation greater than 1
was interpreted to mean that the respondents differed in their perception about the statement. There
were 23 statements that were used to measure the perceived competencies of respondents in the
organization. Guidelines of the rating system was given to respondents to ensure that they
understood the rating well. The first section looks at the preliminaries on employee characteristics
to create a basis of knowledge on employee competence.
Respondent’s Level of Education
The study was to establish the respondents’ level of education. Education levels include level of
knowledge and skills which is an indicator of competence. Table 4.18 a shows the analysis of the
respondent’s level of education.
Table a Distribution of Respondents by level of Education
Level of education Frequency Percent
Cumulative
Percent
Class 8 and below 1 3 3
Secondary form 4and
below
24 8.3 8.7
Advanced level 16 5.6 14.2
Technical/professional
certificate
70 24.3 38.5
Bachelor’s degree 117 40.6 79.2
Master’s degree 53 18.4 97.6
Doctorate degree 7 2.4 100.0
Total 288 100.0
Cronbach alpha coefficient = 0.943
Results for Table 4.18 a indicate that most of the respondents were holders of a Bachelor’s degree
(40.6%) followed by holders of technical / professional certificate (24.3%), Master’s degree
holders (18.4%), Secondary form 4 and below (8.3%), Advanced level (5.6%), class 8 and below
(3%) and Holders of a doctoral degree (2.4%). This implied that most of them were educated
enough to understand, internalize and give appropriate data for the study. It is also implied that
they were competent in performing their duties.
b Respondents’ Response and Scores on his Educational Level
A number of statements were raised to find out the respondent’s perception of the relationship
between his educational level and his job task performance. Table 4.18 b shows the respondents’
perception on the relationship between his educational level and his job tasks.
Table Means and Standard Deviations for measures of Respondents’ level of education.
Level of Education
N
Mean Std. Dev
My level of education conforms to my
current work
288 3.82 1.092
My education level meets the requirements
of current work
288 4.04 .927
I have an in depth knowledge and
understanding of my area of work /
specialization
288 4.19 .781
I have an in depth knowledge and understanding
of other areas of work other than my area of
specialization
288 3.87 .896
1.162
0.9716
I have Advanced my level of education since 288 3.90
my employment to improve my
competence
Average score 288 3.964
Cronbach alpha coefficient = 0.741
The statement; My level of education conforms to my current work recorded a mean of 3.82 and a
standard deviation of 1.092 interpreted as a high score. This means that for most respondents,
their level of education conforms to their current job and for the statement; My education level
meets the requirements of my current work, recorded a mean of 4.04 and a standard deviation of 0
.927 which was rated as high and that respondents had a consensus that their education level
meets the requirements of their current work. The respondents were also asked whether they had
an in depth knowledge and understanding of their area of work / specialization. The mean
recorded was 4.19 and the standard deviation was 0.781, which rated as high and that respondents
had a consensus that they had an in depth knowledge and understanding of their area of work.
On whether they had an in depth knowledge and understanding of other areas of work other than
the area of specialization, the respondents highly agreed by consensus with a mean of 3.87 and a
standard deviation of 0.896. Asked if they had advanced their level of education since they were
employed to improve their competence the respondents were indifferent on the extent to which
they had advanced their level of education, but gave the rating as high (mean 3.90 and standard
deviation of 1.162).With a combined mean of 3.964 and a standard deviation of 0.9716, it implied
that the respondents with consensus gave a high rating on the perception of their educational level
as it relates with their job task performance.
The analyses imply that respondents were in consensus that their education level meets the
requirements of their current work, they have an in depth knowledge and understanding of their
areas of work/ specialization and they have an in depth knowledge and understanding of other
areas of work/ specialization. These areas were scored very highly by consensus. State
corporations regard academic achievements on hiring and placement of its staff and that state
corporations provide opportunities for its employees to advance their levels of education to
improve on their competence.
Number of years Worked in the Organization (Experience)
The study wanted to establish the number of years the respondent had worked in the organization.
Number of years worked determines the experience of an individual worker which will influence
his performance. Table 4.19 shows the number of years the respondent had worked in the
organization.
Table Number of years the respondent had worked in the organization
Number of years worked Frequency Percent Cumulative Percent
0 - 5 yrs
6 - 10yrs
11 - 15yrs
16 - 20yrs
Over 20yrs
Total
109
61
30
23
65
288
37.8
21.2
10.4
8.0
22.6
100.0
37.8
59.0
69.4
77.4
100.0
Results of table 4.19 indicate that majority of the respondents have worked for a period of between 0
– 5 years (37.8%), while 22.6% have worked for over 20 years, 21.2% have worked between 6 – 10
years, 10.4% have worked for 11 – 15 years and 8% have worked for 20 years. This analysis implies
that majority of state corporation employees (37.8%) have less work experience and 22.6% have the
highest work experience of over 20 years followed by 6 – 20 years (21.2%) and 11- 15 years (10.4
%). The category with least experience is 16 – 20 years (8.0 %).
Respondents level of skills
Skills level determine an individual’s competence to perform tasks in his area of work. The study
sought to establish the skills level of the respondents in the organization. Table 4.20 a shows the
skills level of respondents to their current job tasks.
Table 4 A Respondent’s skills level
Skills level Frequency Percent Cumulative Percent
Sufficient 15 5.2 5.2
Satisfactory 46 16.0 21.2
Good 57 19.8 41.0
Very good 101 35.1 76.0
Excellent 69 24.0 100.0
Total 288 100.0
From the results of Table 4.20 a, 35% of the respondents’ skills level was rated as very good, 24%
as excellent, 19.8% as good, 16 % as satisfactory and 5.2 % as sufficient. This analysis implies
that respondents were generally having high skill levels on their current job. Even the lowest
category 5.2% had sufficient skills to their current job. Most employees have adequate skills to
their current job.
b) Scores for measures of skills
A number of statements were raised to find out the respondent’s perception of their level of skills
in relationship to job task performance. Table 4.20 b shows the respondents’ perception of their
skills in relationship to their job tasks.
Respondents score on skills level
Skills level
N
Mean Std.
Deviation
Technical/worked based skills
I use different techniques to perform my work 288 3.93 0.886
I have adequate skills to train other workers 288 3.99 0.920
I am more competent than before due to
regular attendance of seminars
288 3.74 1.195
I am effective in performing my task
General skills
288 4.21 0.838
I have ability to provide professional leadership 288 4.10 0.912
I have organization and administrative skills 288 4.05 0.928
I am computer literate in standard packages 288 4.19 0.862
I have effective communication and
interpersonal skills
288 4.28
4.39
4.097
0.791
0.738
0.896
I am committed to working with others and 288
encouraging diversity
Average score 288
Cronbach alpha coefficient = 0.82
The statement I use different techniques to perform my work scored a mean of 3.93 and a
standard deviation of 0.886. Implying that respondents used different techniques to perform their
work and by consensus highly rated the statement. Respondents having adequate skills to train
other workers was highly rated by consensus as it scored a mean of 3.99 and a standard deviation
of 0.920. The statement, I am more competent than before due to regular attendance of seminars
scored a mean of 3.74 and a standard deviation of 1.195, implying that despite the respondents
being indifferent about the statement, they highly rated it. On being effective in performing one’s
tasks, scored a mean of 4.21 and a standard deviation of 0.838 meaning the respondents highly
rated the statement by consensus.
Majority of the respondents have the ability to provide professional leadership as the recorded
mean for the statement was 4.10 and a standard deviation of 0.912. Equally the statement, I have
organization and administrative skills scored a mean of 4.05 and a standard deviation of 0.928.
This means that the respondents highly rated the statement by consensus. Computer literacy in
standard packages scored a mean of 4.19 and a standard deviation of 0.862 implying that the
respondents gave it a high rating by consensus. Meaning majority of the respondents are
computer literate in standard packages and that they have effective communication and
interpersonal skills as this statement scored a mean of 4.28 and a standard deviation of 0.791.
Respondents were also asked to rate their level of commitment to working with others and
encouraging diversity. The result was a mean of 4.39 and a standard deviation of 0.738. Meaning
the respondents by consensus gave it a high rating. Overall respondents rating on general skills
was the highest (very good) with commitment to working with others and encouraging diversity
scoring the highest (Mean 4.39, SD 0.7) Respondents rated general skills very good by
consensus as the standard deviation for all the responses on general skills was below 1. The
highest score was on commitment to working with others and encouraging diversity (Mean 4.39,
SD 0.738), followed by respondents having effective communication and interpersonal skills
(Mean 4.28, SD 0.791).
State corporations have high Technical skills as rated highly by consensus. There was no major
variation in the responses as shown by standard deviations of all statements which ranged
between 0.838 and 0.920. This analysis implies that there is a good level of general skills among
the staff in State Corporations especially in commitment to working with others and encouraging
diversity. Technical skills are equally high as rated by consensus, particularly employees
becoming more competent than before due to regular attendance of seminars.
