Purpose: Job satisfaction is viewed as a catalyst of improving performance and commitment in a workplace. The rationale of the study was to establish the relationship between career advancement and job satisfaction relating to secondary school teachers confined in Igembe North sub-county. The independent variable career advancement was used in coming up with the specific objective of the study as well as formulating hypothesis. The relationship of this predictor variable with the dependent variable job satisfaction among teachers was statistically established. The study would be useful to the following interested parties; TSC, BOM and heads of public secondary schools and to scholars. Methodology: The three theories which were relevant to the study were analysed to determine their relevance, strengths and weaknesses. They included equity, dual factor and hierarchy of needs theories of motivation. A descriptive survey design was applied as it was appropriate in obtaining quantitative data from the sampled respondents which was analysed quantitatively to describe the variables of the study. The study targeted 427 teachers who formed the total population of the study. Secondary schools were classified as boarding schools and day secondary schools in the sub-county through the application of a stratified technique of random sampling. A sample size equivalent to 129 teachers was selected representing thirty per cent of the target population. A five Likert scale closed-ended questionnaire was utilised to gather quantitative data from the selected teachers. To assess how the questionnaire was reliable and valid in accomplishing its intended task, seven teachers from Igembe South sub-county were selected for piloting purposes. This was achieved by applying a test and re-test technique. Cronbach’s alpha coefficient of 0.794 was obtained which was above the recommended value of atleast 0.7. Descriptive and inferential statistical tools were applied in analysing the data. Regression analysis was utilised to establish the extent to which the predictor variable influenced the response variable. For easier interpretation of the data, pie charts and tables of distributions were deemed appropriate. Results: The study findings revealed that career advancement had a mean of 3.52 which moderately showed that the respondents agreed that it impacted positively on job satisfaction. Further, career advancement had r = 0.8902 indicating a strong positive correlation with job satisfaction. It had a beta coefficient of 0.4082 and a p-value of 0.0017. These statistical results of the findings manifested clearly that the relationship between career advancement and job satisfaction was positive and significant. Unique contribution to theory, policy and practice: Therefore, the study recommends that schools Board of Management and principals should continue organising and facilitating workshops and seminars in their schools to equip teachers with relevant skills in the areas of ICT integration, communication and management among others. The secondary school principals should increase monitoring their teachers’ training gaps to expand their skill set. The Teachers’ Service Commission (TSC) should liaise with the Ministry of Education on the way forward to offering free or subsidised training to teachers to widen their career paths. The study also recommends that non-monetary rewards such as workshops and seminars should be considered and incorporated in the rewarding systems adopted by public secondary schools.

Purpose: The purpose of this study was to investigate the effects of Remuneration on employee turnover in private hospitals Samburu County.Methodology: This study adopted descriptive survey research design and was conducted in ten private hospitals in Samburu County. Information was issued by 71 medical practitioners such as senior doctors, senior nurses, senior pharmacists and senior medical technologists of each of the private hospitals in Samburu county. The71 medical practitioners were sampled using convenience sampling methods because medical practitioners in a hospital setting were generally very busy hence data was collected through closed ended questionnaires from the available ones. Linear regression was used to test each hypothesis while multiple regression analysis was used to measure the effects of renumeration on employee turnover in private hospitals Samburu County. The analysis was later presented using tables and detailed explanations.Results: The study discovered that there was a positive relationship and statistically significant between that renumeration and employee turnover. That simply explained meant that how employees are rewarded at the end of the agreed contract duration or at the end of the month play a very key part in determining whether they will leave in the near future or not. Poor and inconsiderate renumeration will often make them want leave and look for other better paying ventures.Unique contribution to theory, policy and practice: Human resource managers should ensure that renumeration structure is reviewed where employees receive all the benefits gotten at various job groups without biasness. Once an employee attains the required qualifications, they should automatically be enrolled to the improved renumeration structure without too much bureaucracies. This will motivate employees to work harder so as to attain their personal goals in the job ladder. Future researchers should aim to concentrate on other regions in Kenya to determine whether renumeration will be the key causal determinant on employee turnover.

Purpose: To establish the relationship between change management and the implementation of the human resource information system in Isiolo County Government, Kenya. Methodology: This study was conducted in Isiolo County. Descriptive research design was used by the study to collect a total of 654 Employees of the county government of Isiolo who were the target population. The study employed stratified random sampling to select 30% of the employees in each stratum to obtain a sample of 196 employees of the county government. Data was collected using questionnaires. Data was then analyzed through SPSS version 23. The overall results were presented through inferential statistics such as regression, correlation and descriptive statistics frequencies and percentages. The data was presented using tables. Results: The study found out that there is a relationship between change management and the implementation of the human resource information system in Isiolo County Government, Kenya. Change management had an R value of 0.791 and R square value of 0.627. This indicated that change management influenced 63% on implementation of HRIS. The other 37% remaining were determined by other factors. This indicated that change management was part of a key ingredient towards implementation of HRIS. It was found that change management had a relationship with implementation of HRIS. Unique contribution to theory, policy and practice: The study concluded that even though change management was necessary to effectively implement HRIS some employees did not feel the need for change management. This was because the employees felt that they were okay with the current system and norms. The leadership did not articulately involve them in the vision attainment hence the main reason of employees not seeing the bigger picture. Therefore, the management should be more open minded and communicate frequently with the staff on where exactly the county was headed and what was needed to attain its vision and goals. Once the employees understand and internalize these things, it would motivate them to put effort so as to be part of realizing the vision.

Purpose: This study aim was to investigate the effect product strategy on the growth of jua kali Enterprise in North Imenti Sub County, Meru County. The study hypothesized that there is no significant relationship between product and growth of jua kali enterprises.Methodology: The study adopted a descriptive research design. The population comprised of one hundred and twenty eight (128) owner of jua kali enterprises operating within North Imenti Sub County, Meru County and registered by Micro and Small Enterprises Authority Kenya (MSEA-K). A stratified random sampling technique was used to select a sample of ninety seven (97) jua kali enterprises from the total population. Data was collected using a structured questionnaire after which mean and standard deviation were computed while Pearson Correlation, and linear regression done accordingly. Statistical Package for Social Sciences (SPSS) version 22 was used as a statistical tool.Results: The results indicated that there is growth in jua kali sector which is contributed by product strategy. The study established that product strategy affects growth of jua kali enterprises hence rejecting the hypothesis. It was therefore concluded that product strategy significantly affects SME’s growth.Contributions to policy, practice and theory: The study recommends that; SMEs should invest in their products to ensure they are of desirable quality in order to satisfy their customers and maintain a competitive edge. The study is valuable to entrepreneurs as they seek for better product strategies to grow their enterprises.

Purpose: To explore the effect of operations strategy on performance of Media Council of Kenya. Methodology: Descriptive research design was used in MCK offices in Nairobi County. This study targeted 96 employees of the Media Council of Kenya selected using census method. The data collection tools were interview guides and structured questionnaires for managers and officers respectively. The pre-test was done at Communications Authority of Kenya [CAK] where two managers and 8 operational staff were included. Cronbach Alpha Coefficient was used to test reliability while validity was measured by criterion, content and face types of validity. The analysis process was done using SPSS version 24 to generate various statistics reports. Appropriate diagnostic tests for assumptions of regression analysis were carried out accordingly. Specific descriptive statistics which were used comprised of mean, percentages and standard deviations, regression analysis was also be used to test the hypotheses of the study. Data was presented using tables and explanations. Results: There was a general agreement that MCK was always very keen to ensure that formulated operations strategies are implemented in required timelines (mean of 4.86). This was because 75 (89%) strongly agreed and 8(10%) agreed with that. However, it was noted that the funding on operation strategy budget was not adequately provided (mean of 2.45). This was because 43(51%) strongly disagreed and 40(48%) disagreed. The interview results revealed that timelines of undertaking the assigned tasks were very important in improving performance. Nevertheless, there were still challenges facing the operations teams beginning with covid-19. However, capitalizing on various sources of funds was a key strategy implemented in various strategies particularly on the electioneering period in Kenya. Operation strategy had an R of 0.639 and R-square of 0.408. This therefor meant that operation strategy had 40.8% influence of performance of MCK. The significance level was 0.000 which was less than 0.05. This phenomenon enabled the study reject the null hypothesis which has previously stated that there is no significance effect of operation strategy on performance of Media Council of Kenya. Unique contribution to theory, policy and practice: The departmental needs were not adequately met on time hence delaying the various operations that could not proceed without the required resources. The recommendation on operations strategy is that the MCK management should come up with a system that aids staff on knowing what they are supposed to do and with what resources. When this is known, it will enable the staff raise concerns on any shortages of resources on time for timely resource allocation. If the whole fraternity of MCK interacts with the system on daily basis, it would be very hard to miss out on any requests as compared to calling or word of mouth.