Employee Perception of the Extent of Involvement in the Formulation of Strategic Human Resources Management Policies at Kenya Tourist Development Corporation

Abstract

The study’s main aim was to determine the extent of the perception of employees to their engagement in creation of strategic policies for management of human resources at the Kenya Tourist Development Corporation. KTDC has embraced human resource strategies as a way of making sure that the organization is running appropriately. However the implementation process is still a challenge which results in cases of well formulated strategies that have failed at the stage of implementation. The study was guided by the equity theory which proposes that employees have an intuitive knowledge about their knowledge, skills and capacity to work, and compare them with their compensation to establish fairness. According to this theory, people are more likely to improve performance when they feel that they are treated fairly. When they feel that they are being treated unfairly compared to fellow colleagues in a similar position they become prone to feelings of dissatisfaction and are less motivated. This study got respondents by utilizing a simple random sampling technique which enables easy assembly of the sample. Questionnaires were used in the collection of primary data. The data analysis involved several stages; a content analysis and descriptive analysis was employed. Techniques to analyze data used descriptive analysis, standard deviations and the mean. After coding was done, the Statistical Package for Social Sciences (SPSS) program was utilized for additional analysis and presentation of results was done using pie charts and tables for a clear depiction of the findings. The study found out that organization offered performance appraisal system, performance management systems is implemented in the organization, the performance management system is used to measure performance, criteria on performance evaluation is clear and easily understood. The conclusion was that organizations formulate training program with aim of improving performance and reducing incompetency costs. Inclusively, the study concluded that there was relationship between employees training and their level of performance within the organization where trained staffs perform well than those who have never attended any training session. The study recommends that empowerment and development of the staff is vital in the organization hence there is need to offer training and other subsidiaries to motivate staff toward working. The study recommends that for the achievement of the main objectives of the organization, they must allow practicing of human resource management practices that involve the employees in its initiatives.