Relationship Between Human Resource Policies And Employees Job Satisfaction In A Local Non-governmental Organization In Kenya: A Case Of Article 19 Kenya

Abstract

The main purpose of the study was to establish the effects of human resource policies on employees‟ job satisfaction in local non-governmental organizations with particular reference to Article 19. The general objective of the study was to examine the relationship between human resource policies and employees‟ job satisfaction in a local Non-Governmental Organization in Kenya, Article 19 Kenya as an illustrative case. In specific terms, how do reward policy, training and development, promotion policy and occupational health and safety policy affect employees‟ job satisfaction? The study used descriptive design in collecting data from the respondents because it ensures complete description of the situation, making sure that there is minimum bias in the collection and interpretation of data. The target population was drawn from Article 19 consisting of senior management staff, Human resource officers and the general staff. The study undertook a census survey of the entire target population. The primary data for the study was collected using the questionnaires and interview guides. The study established that human resource policies influence employees‟ job satisfaction as evidence by the majority of the respondents who were in agreement that human resource policies influences employee job satisfaction. The study findings established that employees‟ satisfaction can be measured by their commitment to organization objectives, their performance/productivity, their absenteeism and turnover. Key recommendations of the study were for employers to know the value employees place in their reward system and to formulate strategies that address equitable and adequate reward for their employees. Managers ought to design attractive reward policies and strategies which are clearly understood by employees and embedded in the organization‟s culture so as to ensure productive employees remain. There is need to offer fair and adequate promotional opportunities to employee so as to maximize employee job satisfaction and efficiency in work performance. In managing health and safety tasks, there is need for managers to add variety to an employees‟ existing tasks and their skills in health and safety management hence enabling them to participate in decision making.