Employee performance management practices in Kenya Sugar Board E-Book

Nebert Lugalia

• Herausgeber: GRIN Verlag
• Sprache: Englisch

Veröffentlichungsjahr: 2015

Beschreibung

Master's Thesis from the year 2011 in the subject Business economics - Business Management, Corporate Governance, University of Nairobi, course: Master of Business Administration-Human Resource Managent, language: English, abstract: The study sought to establish employee performance management practices in Kenya Sugar Board in Nairobi. Chapter one focused on the importance of performance management, performance management, and employee performance management. Further more an overview of employee performance management practices was outlined. Chapter two outlined an in depth definition of performance management as well as benefits of performance management to an organization. Employee performance management practices such as performance agreements / objectives, reviewing performance, rewards, training and development, employee development, career planning as well as development and career planning were described in detail. Chapter three elaborated research methodology used in this study. Descriptive case study was used to establish employee performance management practices in Kenya Sugar Board in Nairobi. It was used because the research problem required detailed investigation of the Kenya Sugar Board. Primary source of data was used in this study. Three departments were involved in this study namely planning, Agriculture and Human Resource. Data was collected using an interview guide. Data collected was analyzed using content analysis technique. The results of this study revealed that employee performance management practices are used to enhance the performance of individual employees and teams. This ultimately improves the overall organization performance by attaining key strategic goals. Equally, the findings indicated that employees were involved in setting and owning objectives. Additionally, appraisals were done once a year, with training and development being used to address needs assessment. From this study, it was observed that career planning was being used to manage employee expectations. Rewards were used to encourage effort and desired behaviour, although they were mainly monetary.

Leseprobe

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ACKNOWLEDGEMENTS

I would like to express my sincere gratitude to the many people who in one way or another contributed to the development of this project. I am grateful to the Almighty God for the strength and having seen me through the course. I am forever indebted to my Project Supervisor Florence Muindi for guidance, devoted contribution, advice, inspiration and shaping my understanding of the subject matter. Special thanks go to the University of Nairobi panelist to whom I presented the project for their contribution and valuable suggestions.

Special thanks go to the management of Kenya Sugar Board, especially to Mr Peter Lukoye the HR Manager, and Lydia Mwatete, the Training Officer for availing themselves for interviews at short notice.

I am also grateful to my family for standing by me throughout the challenge and supporting me to the very dear end. Special thanks to my friend and dear wife Jennifer Jepkorir for typing the document, and precious gifts Michael, Gabriel and Joshua. My brothers Timothy, Aggrey, David, Hassan and Sisters Jennifer, Mable, Violet, Linet, Pamela, Evelyn and Mary for encouragement throughout the course.

I am grateful to my dear friends Richard Koech, Nyaga, Kathrine and Eliud- Thank you very much for your assistance. I am grateful to my classmates and colleagues at work place for inspiration and motivation during the MBA program. May God bless you for all the assistance.

Finally, I wish to register my sincere appreciation and gratitude to my father Hudson Lugalia and mother Ketsia Dores. I will always be grateful for your noble support in bringing me up to be who I am today – God bless you abundantly.

DEDICATION

To God be the Glory

To my father and mother for inspiration and shaping of my life

ABSTRACT

The study sought to establish employee performance management practices in Kenya Sugar Board in Nairobi. Chapter one focused on the importance of performance management, performance management, and employee performance management. Further more an overview of employee performance management practices was outlined.

Chapter two outlined an in depth definition of performance management as well as benefits of performance management to an organization. Employee performance management practices such as performance agreements / objectives, reviewing performance, rewards, training and development, employee development, career planning as well as development and career planning were described in detail.

Chapter three elaborated research methodology used in this study. Descriptive case study was used to establish employee performance management practices in Kenya Sugar Board in Nairobi. It was used because the research problem required detailed investigation of the Kenya Sugar Board. Primary source of data was used in this study. Three departments were involved in this study namely planning, Agriculture and Human Resource. Data was collected using an interview guide. Data collected was analyzed using content analysis technique.

The results of this study revealed that employee performance management practices are used to enhance the performance of individual employees and teams. This ultimately

TABLE OF CONTENTS

ACKNOWLEDGEMENTS

DEDICATION

ABSTRACT

TABLE OF CONTENTS

LIST OF FIGURES

LIST OF ABBREVIATIONS / ACRONYMS

CHAPTER ONE: INTRODUCTION

1.1 Background of the study

1.1.1. Performance Management

1.1.2. Employee Performance Management

1.1.3. Performance Management Practices

1.1.4. Kenya Sugar Board

1.2 Statement of the Problem

1.3 Research Objective

1.4 Significance of the study

CHAPTER TWO: LITERATURE REVIEW

2.1 Performance Management

2.2 Benefits of Performance Management

2.3 Employee Performance Management Practices

2.3.1. Performance Agreements

2.3.2. Reviewing performance

2.3.3. Rewards

2.3.4 Linking performance to rewards

2.3.5 Rewards and Performance Management

2.3.6. Training and Development

2.3.7 Employee Development

2.3.8 Career Planning

2.3.9 Development and Career Planning

CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Research Design

3.2. Data Collection

3.3. Data Analysis

CHAPTER FOUR: DATA ANALYSIS, RESULTS AND DISCUSSION.

4.1 Demographic Statistics

4.2. Employee performance management practices

4.2.1 Performance Agreements / Objectives

4.2.2. Performance Review

4.2.3 Employee feedback

4.2.4. Training and Development