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Financial inclusion brings closer financial services at affordable costs to sections of disadvantaged and low-income segments of society. There have been many formidable challenges in financial inclusion such challenges include; bridging the gap between the sections of society that are financially excluded within the ambit of the formal financial system, providing financial literacy and strengthening credit delivery mechanisms so as to promote financial economic growth. A nation can grow economically and socially if its weaker section can turn out to be financially independent. Kenya strives to become a regional financial hub with vibrant, efficient and globally competitive financial system to drive savings and investments by the year 2030, where financial inclusion has been identified as a key driver. However, there is paucity of information on the contribution of financial inclusion on performance of micro finance banks in Kenya. It is on this basis that the study sought to determine the effect of financial inclusion on financial performance of micro finance banks in Kenya. The study was guided by Expectations Theory, Contracting Cost Theory and Market Hypothesis Theory. A census study was carried out for all the twelve (12) microfinance banks in Kenya. The study relied on secondary data covering the period 2015-2019 and this was obtained from audited financial statements of the microfinance banks. Correlational research design was adopted. Random and Fixed effects panel data models were estimated to establish the relationships. Choice of the best model between the two was done using the Hausman test where random effect was selected. Post estimation tests including multicollinearity, autocorrelation and heteroscekedastity work conducted. An insignificant negative relationship was established between firm size and return on assets (Coef= -.0014368, p >0.05). Similarly, the study established insignificant negative relationship between interest rates and financial performance as measured by return on asset p >0.05). However, there was a significant positive relationship between operational efficiency and return on asset as a measure of financial performance (Coef= .394119, p <0.05). The study concluded that operational efficiency affected financial performance of micro finance banks in Kenya hence recommended that microfinance institutions should leverage on operational efficiency in order to make profit for shareholders.

Background: Primary healthcare facility managers (PHFMs) occupy a unique position in the primary healthcare system, as the only cadre combining frontline clinical activities with managerial responsibilities. Often serving as ‘street-level bureaucrats,’ their perspectives can provide contextually relevant information about interventions for strengthening primary healthcare delivery, yet such perspectives are under-represented in the literature on primary healthcare strengthening. Our objective in this study was to explore perspectives of PHFMs in western Kenya regarding how to leverage human resource factors to improve immunization programs, in order to draw lessons for strengthening of primary healthcare delivery. Methods: We employed a sequential mixed methods approach. We conducted in-depth interviews with key informants in Kakamega County. Emergent themes guided questionnaire development for a cross-sectional survey. We randomly selected 94 facility managers for the survey which included questions about workload, effects of workload on immunization program, and appropriate measures to address workload effects. Participants provided self-assessment of their general motivation at work, their specific motivation to ensure that all children in their catchment areas were fully immunized, and recommendations to improve motivation. Participants were asked about frequency of supervisory visits, supervisor activities during those visits, and how to improve supervision. Results: The most frequently reported consequences of high workload were reduced accuracy of vaccination records (47%) and poor client counseling (47%). Hiring more clinical staff was identified as an effective remedy to high workload (69%). Few respondents (20%) felt highly motivated to ensure full immunization coverage and only 13% reported being very motivated to execute their role as a health worker generally. Increasing frequency of supervisory visits and acting on the feedback received during those visits were mostly perceived as important measures to improve program effectiveness. Conclusion: Besides increasing the number of staff providing clinical care, PHFMs endorsed introducing some financial incentives contingent on specified targets and making supervisory visits meaningful with action on feedback as strategies to increase program effectiveness in primary healthcare facilities in Kenya. Targeting health worker motivation and promoting supportive supervision may reduce missed opportunities and poor client counseling in primary healthcare facilities in Kenya.

Abstract:Irrespective of whether a country's economy is prospering or experiencing a downturn, employers can benefit from a skilled workforce able to respond to changing economic circumstances. Training their workers is one means of building such a workforce. But what influences the decisions by employers to train their workers is the heart of this study and the reason as to why employees pursue further study The purpose of the study was to establish the varying factors influencing employee's enrolment in higher education. .The study adopted mixed method research design and the sample of 202 employees in the middle and lower level carder from the University of Nairobi. The questionnaires were used to collect data .The findings of the study indicated that (87%) of the employees work environment was not appealing. The findings also indicated that most staff had no knowledge and lack proper policy in terms of pursuing education, these could also be attributed to enrolment for higher education as cited by 68% employees. The study recommended the establishment of educational policy, to benefit those pursuing courses in line with the profession and hence no benefits to institutions. That there is need to undertake a savvy on the impact of training.