The Perceived Influence of Human Resource Management Practices on Employee Retention at Kenya Institute for Public Policy Research and Analysis
Abstract
The objective of the study was to evaluate the perceived influence of Human Resource
Management Practices on Employee Retention at Kenya Institute for Public Policy Research
and Analysis. The study adopted a descriptive survey design. The design was suitable for
the study since it involved collecting data from several respondents. Primary data was
obtained using self administered semi- structured questionnaire which was the main data
collection instrument. The study targeted 70 employees of the institute. The researcher used
percentage formula and employed a census. The collected data was then summarized coded,
edited, and analyzed using Statistical Package for Social Science (SPSS) application.
Descriptive statistics especially frequency percentages, Mean and Standard Deviation was
applied to establish the pattern and trends so as to make it easier to understand and interpret
the implications of the findings. Quantitative data on the variable were entered E-Views
version 8. The analysis employed the Least Squares Estimation method. This study found
that three human resource practices such as Reward, career development, and training have
a positive and significant impact on employee retention. This research did not find any
significant influence of performance appraisal on employee retention. However when
Performance Appraisal is linked career development, there is a positive and significant
influence on employee retention. Also when performance appraisal is linked with reward
and compensation there is a positive and significant influence on employee retention. The
study found the Human Resource Management Practices have significantly influenced
retention of employees at Kenya Institute for Public Policy Research and Analysis: training
and development; Career Development, Performance Appraisal and Reward. The results are
consistent with previous research findings for example in terms of career development a
positive and significant relationship with employee retention. This is confirmed by previous
studies in terms of training and development, Performance appraisal, Reward and their
relationship with employee retention.
Publisher
University of Nairobi
Subject
Resource Management PracticesRights
Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
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