Human Resource Management Practices and Employee Performance in Selected Tea Exporters in Mombasa County, Kenya

Abstract

The purpose of this study was to examine the effect of human resource management practices on employee performance in selected tea exporters in Mombasa County, Kenya. Specifically, the study examined the effect of human resource planning, reward management, recruitment management and training management practices on employee performance in selected tea exporters in Mombasa County, Kenya. The theoretical framework for the study was anchored on the human capital management theory. A correlation, crosssectional survey research design was used to test the formulated research hypotheses. The proportionate stratified random sampling technique was used to select a sample size of 94 employees from a target population of 123 employees of 3 selected tea exporters in Mombasa County, Kenya. A cross-sectional based approach was used to collect primary data. A self-administered structured questionnaire anchored on a 5point Likert as the means of collecting primary data. The collected data was processed and entered into the statistical package for social sciences (SPSS) version 26 to create a data sheet that was used for analysis. The descriptive statistics and inferential statistics were used for data analysis. The Pearson's product moment correlation analysis was performed to confirm or deny the relationship between the variables. The findings indicated that employee performance had positive and significant relationship with human resource planning, reward management, recruitment management and training management practices in selected tea exporters in Mombasa County, Kenya. Multiple linear regression analysis was used for hypotheses testing. The results showed that human resource planning, reward management, recruitment management and training management practices had positive and significant effect on employee performance in selected tea exporters in Mombasa County, Kenya. Based on the findings, the study recommended that managers and policy makers should identify strategies to implement the human resource management practices in order to foster employee performance in the selected tea exporters in Mombasa County, Kenya. Further research should examine the effect of other human resource management practices on employee performance. Future researchers should extent the study on the effect of human resource management practices on employee performance beyond the three tea exporters in other regions or sectors