| dc.description.abstract | This study is aimed at investigating the factors influencing employee performance at ICRAF. The findings provide suggestions on addressing the challenges met by employees that affect their performance.This study was relevant because employee performance will affect productivity, innovation and initiative and thus improving the quality of work done by staff and hence making it more competitive for the organization. The specific study objectives were to: Establish the extent to which training and development influences work performance; Examine the extent to which recognition of good performance to employees influences their work performance; Examine the extent to which remuneration influences employees' performance; Explore the extent to which recruitment process influences employees work performance.
The study employed a survey design incorporating descriptive research. This was most suitable because of the need to survey and describe the current situation on moral and diverse feelings on motivation amongst the staff members. The study targeted staff members in both the Professional and General Service categories from all the functional sections of the target population. Stratified random sampling was used because the population comprised of different categories and grades of staff. The target population was further stratified into four strata; on each stratum a simple random method was used to select a sample population for the study to enable the researcher seek opinion at various levels in the organization.
To collect data, the researcher used both secondary and primary data. The researcher collected information from people of different backgrounds, cultures, educational levels, gender and experience that gave balanced views. The main mode of data gathering was questionnaires complimented by interviews. Semi-structured questionnaires were used as the data collection instrument. Questionnaires were chosen as the main source of primary data because they provide the author of this paper with detailed individual feedback which gave more accurate picture of the levels of morale in the division. A structured interview guide was used to ask detailed questions so as to ensure that areas of concern are fully covered. Secondary data that is information obtained from books, newspapers, internet and journals was also used.
Qualitative and quantitative analysis was carried out and the results presented and analyzed and interpreted by use of frequency tables. From the findings of the study, the benefits already in place were a motivating factor to the staff. The study concludes that there is a positive relationship between performance enhancement elements and employee performance. These elements incorporate both the financial rewards and non financial rewards. It can be concluded that employee performance relies on performance enhancement schemes in an organization. Employee performance can be realized by a well constructed performance enhancement system which will attract and retain an effective work force. | en_US |
