Reward Practices Research Articles

Influence of Non-Financial Rewards on Performance of Employees in JPMorgan Chase & Company in USA

This paper aimed to examine the influence of non-financial rewards on the performance of employees in JPMorgan chase & company in the USA. The study was literature based. The study relied upon prior studies to make the inferences. The reviewed literature was extracted from various references to give a comprehensive synopsis. Studies conducted in the USA and outside were considered valuable to make inclusive inferences. The study findings indicated that non-financial reward has a positive effect on the performance of employees. The non-financial rewards include rewards and recognition, career opportunity, promotion, participation of employees in decision-making and responsibility to identify their impact on employee motivation. Non-monetary rewards have an intrinsic motivational impact on employees. These types of rewards increase employees' motivation to work by raising their self-esteem and can satisfy employees' professional ambitions and personal fulfillment. The performance of the employees is stimulated after realizing they are more appreciated and recognized by the organization's management. The non-financial rewards may be attained through job promotions, awards and acknowledgment, flexible job arrangements, career development and flexible job schedules. The study concluded that non-financial rewards such as rewards and recognition, career opportunity, promotion, participation of employees in decision-making and responsibility could increase the performance of employees in JPMorgan Chase & Company in the USA. The study recommended that management at JPMorgan Chase & Company should have to work extra on increasing non-financial reward practices to have a much better level of worker performance. Also, the management in the bank should adjust the time working schedules to make it easy for workers to select their productive hours hence improving their performance. The policy frameworks should include the significance of non-financial rewards in the organization. Keywords: Non-Financial Rewards, Performance, JPMorgan Chase & Company, USA

Psychological ownership and knowledge behaviors during a pandemic: role of approach motivation.

The purpose of this article is to understand the relationship between psychological ownership, knowledge sharing, knowledge hiding and employee motivation in knowledge intensive organizations. We take employee motivation in terms of approach motivation and avoidance motivation and examine moderating role of the former in case of the psychological ownership – knowledge sharing relationship, and the latter in case of the psychological ownership – knowledge hiding relationship. We examine these relationships on data collected during a pandemic (i.e., COVID-19). Data are collected from 217 individuals working in knowledge intensive high-tech organizations and educational institutes. Hypotheses are tested using structural equation modelling (SEM). Results show that stronger feelings of psychological ownership lead to both positive work behavior (i.e., knowledge sharing) as well as negative work behavior (i.e., knowledge hiding). Furthermore, approach motivation positively moderates the positive relationship between psychological ownership and knowledge sharing. A moderating role of avoidance motivation, however, is not confirmed. Research has ignored the role of different types of employee motivation, particularly approach motivation vis-à-vis knowledge behaviors. Furthermore, by examining these relationships in the context of a Pandemic (i.e., COVID-19), we offer some interesting insights and offer implications for management practice. For example, managers may incorporate reward practices to motivate employees towards knowledge sharing, and nurture an organizational climate, which discourages knowledge hiding.

Outsourcing our judgements

Faculty evaluations are a routine part of academic life, and theoretically serve to ensure fair hiring, promotion, and reward practices. In the search for efficiency, many universities are placing increased emphasis on quantitative measures that are flawed and which incorporate a bias toward team science and multi-authored work. The long-term consequences for certain types of research and scholarship in LIS are discussed, and academic leadership in the field is asked to act.

Mothering Practices of Filipino Generation Z: Correlations with Personal Characteristics and State of Well-being

This study aimed to describe authoritative Filipino Generation Z mothers' mothering practices, including their concept of authority, parent-child communication, and reward-punishment practices. Eighty (80) Gen Z mothers, ages 18 to 24, with at least one child, completed a self-administered questionnaire using purposive and snowball sampling. The findings indicated that mothers have highly authoritative parenting styles and have very healthy overall well-being. The mother's completed education level showed weak inverse correlations with parent-child communication (r = -0.432, p = 0.000) and concept of authority (r = -0.283, p = 0.011). The mother's monthly income had a weak inverse relationship with her concept of authority (r = -0.269, p = 0.016). Furthermore, the number of household members had weak inverse correlation with parent-child communication (r = -0.227, p = 0.042) and positive correlations with reward and punishment practices (r = 0.437, p = 0.000). Results imply that mothers with a lower level of education value more authority and communication with their children. The findings show weak negative correlations between the mother's concept of authority and social well-being (r = -0.289, p = 0.009), implying that less concern for authority meant better social health. Furthermore, open lines of communication between mother and child have positive effects on their psychological health (r = 0.380, p = 0.001). Rewarding has shown to improve their psychological health (r = 0.257, p = 0.021) and overall well-being (r = 0.232, p = 0.038). The results could promote strategies that make Gen Z mothers use effective mothering practices in child-rearing.

Financial impact of biosimilar adoption in the oncology care model for the U.S. Oncology Network.

e18749 Background: Biosimilar adoption offers the potential to save significant cost while maintaining high quality of care. The Oncology Care Model (OCM) is structured to reward practices for decreasing total cost of care (TCOC) compared to historical baseline prices that are adjusted by a trend factor accounting for the rising cost of oncology care. Practices are rewarded for bending the cost curve by utilizing lower cost medications. Biosimilar options were introduced for 3 mainstay therapeutic classes in oncology, bevacizumab and trastuzumab in 2019, and rituximab in 2020. This led to a concerted approach for biosimilar adoption in The US Oncology Network (The Network) as an opportunity to reduce TCOC. Here we describe utilization and the financial impact of biosimilar adoption in The Network during OCM performance period 8 (PP8) which enrolled patients from 1/2/2020 to 7/1/2020. Methods: Claims data for the 14 US Oncology Network practices participating in the OCM were used to determine biosimilar utilization for bevacizumab, trastuzumab, and rituximab therapeutic classes. The impact of biosimilar utilization on TCOC was measured by comparing the cost of each dose of a biosimilar vs the estimated cost if the more expensive innovator agent had been used instead. Results: Biosimilar utilization increased for each therapeutic class from prior performance periods. Biosimilar use for bevacizumab was 0% in PP6, 5% in PP7 and 43% in PP8. For trastuzumab, utilization was 0% in PP6, 4% in PP7 and 33% in PP8. Rituximab biosimilar utilization was 0% in PP6, 2% in PP7 and 41% in PP8. We compared the actual cost of these three medications in our OCM claims in PP8 vs. the calculated cost based on Medicare reimbursement as ASP + 6% minus sequestration if the more expensive innovator drugs had been used entirely. The difference in the actual cost vs estimated cost led to a savings of $6.61 million by using the biosimilars over innovator drugs. Conclusions: The increased utilization of biosimilars in The Network generated significant savings in OCM. Continued adoption of biosimilars will increase savings to Medicare in the Oncology Care Model. We estimate that 100% Network adoption of these three biosimilars could save nearly 1.5% of the TCOC in our Network compared to continued use of innovator drugs.

TRADISIONAL MAPPASORO FOR THE COMMUNITY IN BAJIMINASA VILLAGE RILAU ALE DISTRCT BULUKUMBA REGENCY

This study aims (1) to find out how the Mappasoro for the Bajiminasa village community (2) To determine the determinant factors influencing the Mappasoro for the Bajiminasa village community (3) To determine the efforts made to preserve the Mappasoro for the Bajiminasa village community. The type of research used is descriptive qualitative research. The data collection techniques in this study were by using the methods of observation, interviews, and documentation, then analyzed by qualitative descriptive techniques. The results of this study indicate that (1) the description of the Mappasoro of the Bugis in Bajiminasa Village, Rilau Ale District, Bulukumba Regency which is usually carried out by the Bajiminasa village community basically has three series of processions, namely: Mattihi Siesso (carrying a day), Mappicakka (Cleaning), and Marrekeng Henni (Counting the night) the three processions are considered to have good meaning by the community. This tradition is carried out as a form of love and remuneration to people who have helped in the management of the body and is considered a form of reward practice. (2) The determinant factor of the Mappasoro tradition seen from the economic factor has an important role because implementing this tradition requires a lot of money. So the size of this tradition is determined by the economic level of the community. In terms of education, it can be said that it is quite influential because people who have high education begin to think rationally so that things that are considered unreasonable are being abandoned. Whereas in the religious factor of the Mappasoro , from the beginning it was practiced by the community as a good deed which was taken in the teachings of Islam. (3) Efforts to preserve the Mappasoro in terms of the community are quite good because the people in Bajiminasa Village always participate in this tradition by taking an important role in it. However, the government itself has not been effective or maximal in efforts to preserve this tradition because there is still a lack of activities made by the government so that public interest is still very minimal in studying this tradition.

IMPACT OF NON-FINANCIAL REWARDS ON EMPLOYEES’ MOTIVATION AND THEIR TURNOVER INTENTION IN THE CONTEXT OF NEPALESE DEVELOPMENT BANK

The purpose of this study was to investigate the effect of non-financial incentive scheme on employees’ motivation and their turnover intention. It aimed to examine perception of the employees of the Nepalese development banks regarding the nonfinancial rewards as regards employee motivation in the sample banks. On descriptive as well as explanatory research design which used 100 samples of bank employees selected by using the stratified random sampling method as the primary source of data, the study examined the effect of Job Security, Challenging Work, Performance Recognition, Flexibility of the work, and Leave Provisions on employees’ motivation. Among the major findings, current non-financial incentives practiced in the sampled Nepalese banks were not very satisfactory. However, the results of regression analysis showed job security, leave provisions, challenging work, flexibility of work condition, and performance recognition as being the significant predictors of employee motivation. As such, the study has suggested reviewing the development bank’s nonfinancial reward practices which can play instrumental role to raise current motivation level of their employees.

Teacher Needs Management and Retention of Generation Y Teachers in Private Secondary Schools in Mukono District, Uganda

First-class employees are a rare species. Once found, retaining them is a big challenge, particularly if they belong to the Generation Y age group. Reports show that many Generation Y teachers are deserting private secondary schools for greener pastures elsewhere. This study enquires into the relationship between teacher needs management and retention of Generation Y teachers in private secondary schools of Mukono District (Uganda). The study employs a cross-sectional survey design. Data were collected using a questionnaire, interview guide, and documentary review checklist. Results reveal that the three needs management areas have a significant and positive correlation with the retention of Generation Y teachers. However, only achievement needs management was strongly correlated. The study concludes that as far as the retention of Generation Y teachers is concerned, affiliation and power needs management play only an ancillary role. Achievement needs seem to house the ‘magic bullet’- particularly if accompanied by monetary rewards. Thus, for the retention of Generation Y teachers, schools should devise prompt monetary reward practices as a generation-specific retention strategy.

Do HRM practices facilitate innovation? A qualitative study in a developing country

PurposeThe purpose of this study is to examine the implementation of human resource management (HRM) practices that facilitate innovation in the public sector in a developing country.Design/methodology/approachQualitative method was engaged whereby a semi-structured interview was conducted to get the responses of two groups of employees which are top management and executive in two types of public organizations which are awarded and non-awarded. The collected data was later analyzed thematically.FindingsThe results show that there are differences and similarities among the public agencies in terms of their implementation of HRM practices that facilitate innovation. Apparently, the awarded public agencies do follow HRM practices that really facilitate innovation such as local training, provide more types of rewards to their employees and set a higher minimum level of innovation in their performance evaluation.Research limitations/implicationsThis research confines only 10 public agencies in Malaysia. Future studies might want to include a larger sample size to make the findings more extensive. It also would be interesting to know different approaches in HRM implemented in the private organizations as well as to examine their influences on performance and other organizational factors.Practical implicationsGood and fair HRM practices such as training, reward and performance appraisal practices that focus on innovation facilitate and produce more innovative employees and organization innovation. Thus, public managers should implement them to a higher extent.Originality/valueTo the best of the authors’ knowledge, this is the first study that aims to engage the qualitative method in understanding how HRM practices can facilitate innovation in a developing country.

Leveraging Green Human Resource Management Practices towards Environmental Performance: An Empirical Evidence from the Manufacturing Context in Emerging Economy

This study investigates the role of green human resource management (GHRM) practices on environmental performance (EP) of manufacturing organizations in Bangladesh. The study utilized a questionnaire survey among 328 manufacturing organizations selected conveniently from a population of 5608 firms located in Dhaka and Chattogram. PLS-SEM (partial least squares) was employed to assess the proposed research model. Out of six, three hypotheses were supported. Particularly, green job analysis and job description, green training and development, and green reward and compensation practices significantly influence environmental performance of manufacturing organizations. This study provides valuable insights for organizations on the GHRM-EP link in a unique South-Asian context with high level of environmental degradation. This research also contributes to fill the research gap as few studies have investigated the under-researched area. The findings are of important to scholars, decision makers, and practitioners. Further, the study explains the limitations and directions for future studies.

Employee retention through effective human resource management practices in Maldives: Mediation effects of compensation and rewards system

PURPOSE: The purpose of this study is to examine the effects of human resource management (HRM) practices on employee retention mediated by reward and compensation. Also, this study has examined the moderating role of performance appraisal, and training and development on the relationship between HRM practices and employee retention. METHODOLOGY: A sample of 250 respondents among the employees working in the retail sector in Capital City of Maldives was selected using the random probability sampling technique. A structured questionnaire was distributed, and data was collected. Structural equation modeling analysis was carried out to examine the causal effect of HRM practices on employee retention. FINDINGS: The results showed that reward and compensation (R&C) practices had significant and positive effects on employee retention. However, the study found no significant effect of career development, training and development, and performance appraisal on employee retention. In terms of mediating effects, R&C had significantly positive mediating effects on the relationship between training and development (T&D) and employee retention as well as on the relationship between performance appraisal and employee retention. However, there were no moderating effects between performance appraisal as well as T&D and employee retention. Therefore, it was concluded that increasing the positive perception towards HRM practices, particularly R&C practices in the retail sector of Maldives, causes an increase in employee retention (ER). Also, it was concluded that HRM practices such as R&C mediate the relationship between Training and Development (T&D) and Employee Retention along with the relationship between Performance Appraisal (PA) and ER. This means, indirectly PA and T&D can increase ER in the retail sector of Maldives. Similarly, we conclude that there is no moderating effect of PA and T&D in the relationship between HRM practices and ER. The overall conclusion is that R&C has a partial mediating effect on the relationship between HRM practices and ER. IMPLICATIONS: This study contributes to the current knowledge of HRM by confirming that reward and compensation is a key determinant and a significant mediator for employee retention. This study contributes to developing new knowledge in the theoretical domains of HRM practices. In particular, the findings of the study strengthen Hertzberg‘s Two-Factor theory by confirming that career growth opportunities, advancement and salary significantly determine employee retention. This showed that both motivators and hygiene factors are crucial in retaining employees. In practice, the findings also enable managers to make new organizational and HRM policy decisions on improving and enhancing employee retention. This study can be useful for organizational management to formulate effective reward and compensation policies. This study signifies the importance of training and development and performance appraisal by linking these with reward and compensation practices. ORIGINALITY AND VALUE: This could be one of the pioneering studies carried out in the retail sector of Maldives by examining the four constructs of human resource management practices to shed light on how retail sector business organizations in Maldives make decisions on improving employee retention. Furthermore, the current study indicated that reward and compensation have full mediating effects on the relationship between employee retention and training and development as well as performance appraisal. This filled the existing research gaps by adding value to the existing literature. Moreover, the current study adds practical values by confirming that reward and compensation should be emphasized to retain employees through other human resource management practices in the retail sector of Maldives.

The Effect of Reward Practices and Health Service Delivery in Health Facilities—Kwania District Uganda

Purpose: This study aimed to examine the relationship and effect of intrinsic and extrinsic reward practices on health service delivery. Methods: Data was collected prospectively from Thirteen Government health facilities in Kwania District using a cross-sectional study design. A structured, pre-coded and pretested questionnaire of Cronbach Alpha of 0.82 was self-administered to sample of 132 health workers randomly selected from HCIV, HCIII and HCII in Kwania District between September-November 2020. Results: Health Service Delivery (HSD) correlates positively with the various reward system. In particular, HSD has a significant and positive but weak correlation with intrinsic reward (r = 0.260, p value = 0.05). On the other hand, extrinsic rewards have a very weak insignificant but positive correlation with service delivery (r = 0.126. p value > 0.05). Multiple regression: the intrinsic reward appears a significant predictor of health service delivery (p value 0.009, ), but the extrinsic reward does not significantly predict health service delivery, (β = 0.001, p value = 0.985). Conclusion: Intrinsic rewards have a significant influence on health workers’ performance and hence health service delivery while extrinsic rewards have no significant influence on these employees’ performance. Extrinsic reward becomes more important as employees’ ages increase on the job.

Recent Trends of Reward and Appraisal Practices in Japanese Firms: Evidence from “White Paper on Human Resource Management”

Recent Trends of Reward and Appraisal Practices in Japanese Firms: Evidence from “White Paper on Human Resource Management”

Exploring determinants of employee engagement in the emerging market

Employee engagement refers to the commitment and willingness of employees to go beyond their defined tasks for ensuring the success of their organization. Prioritizing the development of engaged workers reaps substantial rewards for organizations in terms of productivity, efficiency, and effectiveness (Chiwawa, 2022). Employees’ job engagement has gained momentum in the past few decades, mainly due to the changing work dynamics, workforce diversity, and globalization (Awan, Aslam, & Mubin, 2019). The aim of this study is to identify the determinants of employee engagement in the emerging market among Silite zone teachers through a cross-sectional descriptive and explanatory research design. The total population of the study is 5,902, using Yamane’s formula 375 has been selected as a sample size with a stratified and simple random sampling technique. The collected data were analyzed by using correlation and regression models and a general linear model of univariate analysis of variance through SPSS version 26. The results of the study revealed that reward and recognition, work-life balance, training and development, and job characteristics are significant in determining employee engagement, whereas communication was found to be insignificant. The study recommends that Silite zone schools reconsider and continue the good work in reward and recognition practices, balancing employee work life, its ways of training and development for the teachers, and improving the job character.

Implementation of Qur'anic Verses and Hadiths About Work Behavior, Responsibility and Motivation

Islam as a religious teaching that has a vision of rahmatan lil'alamin contains teachings that are able to shape a person's personality who implements divine messages (Alquran) and prophetic messages (hadith) in daily behavior -day. The obligation to study, work, hold fast and convey the mandate, and accountability for deeds before Allah SWT is a small part of Islamic teachings that allow a Muslim to have good work behavior. Commitment, motivation and job satisfaction (either together or separately) will be higher when HR policies create workforce capabilities, reward motivation and provide opportunities for participation. Fourth, HR policies to develop capabilities, motivation and opportunities must exist and reinforce each other. HR policies and reward practices that are implemented and enforced by the leadership can trigger discretionary behavior which is characterized by a change in attitude. It can increase or weaken if the policy is not in accordance with the organizational culture and values adopted. The success of the work done will provide experience that can help in acting in the future.

Effect of HRM Practices on the Performance of Companies Listed on NSE

The human resource function can make a crucial contribution in developing the key competencies in the institutions and individual employees that lead to high performance. The human resource configurations effectiveness is affected by the weak social capital among most organizations in Kenya, as evidenced by a lack of knowledge sharing and knowledge hoarding. The study's main objective was to see how HRM practices influenced the performance of firms listed on the Nairobi Securities Exchange (NSE). The research was guided by the ability-motivation-opportunity theory. This research utilized a descriptive research design and applied the positivist approach. The population of the study included 65 companies listed on the Nairobi Stock Exchange (NSE), and it employed both primary and secondary data, with secondary data consisting of the financial indicator Return on Assets (ROA). Questionnaires were employed to gather primary data, and descriptive and inferential statistics were utilized to analyze the data. The method utilized was linear regression. According to the findings, human resource practices have a beneficial influence on the performance of companies listed on the NSE. This study recommends that the organizations should put mechanisms in place to ensure that all stakeholders are aware of the organizations culture, structure and human reward practices so as to attract the best applicants.

Effect of healthcare system reforms on job satisfaction among village clinic doctors in China

BackgroundVillage clinic doctors (VCDs) are part of the health service force in rural China. VCDs’ job satisfaction (JS) is important to the stability of the three-tiered health service system. Since 2009, the Chinese government launched a new health care system reform (NHCSR) which affected VCDs significantly. This study aimed to analysing the effect of NHCSR on JS among VCDs.MethodsAll the data came from three surveys in Shandong Province conducted in 2012, 2015 and 2018. In 2012, an originally designed questionnaire was used to conduct a baseline survey of 405 VCDs from 27 townships in nine counties. In 2015 and 2018, 519 and 223 VCDs in the same counties were surveyed with the same questionnaire. Descriptive analysis and ANOVA were used to analyse the level and changes in VCDs’ JS.ResultsThe mean scores of VCDs’ total JS were 2.664 ± 1.069, 3.121 ± 0.931 and 2.676 ± 1.044 in 2012, 2015 and 2018, respectively, with a significant difference (F = 28.732, P < 0.001). The mean scores of the medical practice environment and the job itself showed a continuous downward trend. The trends of the mean scores for job reward, internal work environment and organizational management were consistent with the trend for total JS.ConclusionThe NHCSR had a partly negative impact on VCDs’ JS. Policy-makers should pay more attention to VCDs’ job reward and medical practice environment. With the implementation of new reform policies, VCDs’ JS should be the subject of more systematic and detailed research.

The Role of Firm’s Location, Export-Related Resources and Capabilities in Relation to Coffee &amp; Sesame Export Performance in Ethiopia

Exporting has been one of the fastest foreign expansion strategies in the last two decades. The purpose of this study is to investigate the role of an exporter's location in the development of export-related resources and capabilities, which will have an impact on the degree of export performance. The relationship between export-related resources, capabilities, and export performance are examined in this study. A total of 300 questionnaires were sent out to coffee and sesame exporters. However, only 253 surveys were used for analysis. The SmartPLS 3 software was used to analyse the data using the Partial Least Squares (PLS) technique. The study's findings suggest that access to location-specific resources and skills are critical antecedents for a company's ability to build export-related resources and capabilities in order to improve export performance. The geographic location of a company has a considerable and beneficial impact on human resource capability (β =0.67, p=0.001). Information capability was not significantly influenced by human resource capability ((β =0.082, P=0.259). Information capability ((β =0.656, p=0.001) is significantly influenced by organizational planning capability ((β =0.452, p=0.001). Satisfaction Export Performance ((β =0.431, p=0.01) has been significantly and positively influenced by information capability. New Product Development Capability influences strategic export performance significantly and positively ((β =0.330, p=0.001). Strategic export performance ((β =-0.035, P= 0.820) and satisfaction with export performance ((β =0.050, P= 0.625) were not affected by relationship capability. These data suggest that when it comes to exporting, rural businesses face significantly greater obstacles than those in metropolitan areas. The outcomes of this study will assist managers of remote-area businesses in developing equally appealing recruitment and reward practices in order to compete with businesses in urban areas. Furthermore, the outcomes of this study advise that export firm managers think carefully about the resources and capabilities required to improve their export performance.

EFFECTS OF REWARD PRACTICES ON EMPLOYEE JOB SATISFACTION OF KENYA AIRWAYS, NAIROBI CITY COUNTY, KENYA

The human resource department plays a vital role in assuring that the employees are satisfied with the job that they do every day. Research has shown that satisfied workers are more productive and committed to their teams. Recently, Kenya Airways have faced numerous challenges resulting from a reduced rate of productivity for their workers and high turnover for its technical staff as a result of an increased level of dissatisfaction ensuing from poor pay, slow career progression, and hiring of expatriates. The main objective of this study was to investigate the effects of reward practices on employee job satisfaction at Kenya Airways in Nairobi County, Kenya. This study was anchored on two theories that include Abraham Maslow’s hierarchy of needs theory, and Expectancy theory. The study used descriptive research design to gather data on different subjects based on the research problem. Kenya Airways has 1501 staff; hence the study focused on a sample size of 150 employees from flight operations, HR, finance, operations, and commercial departments representing 10% of the workers’ population. The research collected both primary and secondary data to ensure that adequate data were gathered for analysis. A pilot study was carried on the instruments for collecting data to ensure the vital components of the main study are feasible. The testing of the instrument was carried out to guarantee reliability and validity. Additionally, the study adopted Cronbach’s Alpha to measure reliability and validity. Statistical Package for Social Sciences (SPSS) V22 was utilized for the interpretation and analysis of data. Multiple regression analysis was achieved using SPSS to determine the association of the variables used in the study. The findings showed the correlation study to determine the relationship between reward practices was positively correlated with job satisfaction (r = 0.751, ρ&lt;0.05) Showing that reward practices had a positive correlation with job satisfaction. Based on the findings of this study, Reward was the most significant variable that affect job satisfaction with a beta value of (β2 = 0.847). Looking at the p values of all the variables, it had (p &lt; 0.0). The research study concluded reward practices significantly and positively affects employee job satisfaction of Kenya airways. The study recommended that the management should focus to offer pay and benefits equal to competitors to motivate workers to remain dedicated to the company and reduce the high turnover rate among the technocrats. &#x0D; &#x0D; &lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/edu_01/0889/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

EFFECTS OF RECRUITMENT AND SELECTION AND PERFORMANCE OF PRIVATE SECONDARY SCHOOLS IN NYERI COUNTY, KENYA

&lt;p&gt;Human resource management (HRM) practices entail policies, systems, and methods that govern workplace employees. They are the processes or functions applied to manage workers and direct them in an organization towards development. Some of the HRM practices include recruitment, screening, selection, development, training, and rewarding of staff. A number of studies to investigate the interaction between HRM practices and organizational performance have been conducted. Many of these studies have been done in the manufacturing or health sectors, with very few having been carried out in private secondary schools. This background is what has necessitated this study in order to investigate the effect of human resource management practices on the performance of private secondary schools in Nyeri County, in Kenya. The objectives of the study were to determine the effect of recruitment, staff development and reward practices on organizational productivity and performance. The study used four theories i.e. Resource-Based View, the Social Exchange Theories, McGregor’s theory X and Y, and the Human Capital to support it. The study targeted a population of 440 subjects. This included principals and their deputies, departmental heads, and classroom teachers of the private secondary schools in Nyeri County. The study adopted descriptive research design. The study applied stratified random sampling technique to pick schools for the research. Interview schedule was used for collecting data from principals, while data from the teachers was obtained through the utilization of questionnaires. The reliability of instruments in this study was established through Cronbach’s alpha, while they were validated through content, construct, and discussion with the supervisor. Descriptive statistics were utilized in the analysis quantitative data with the aid of Statistical Package for Social Sciences (SPSS) Version 20 to generate them. Qualitative data was analysed by thematic analysis, content analysis and discussion. The findings of the study were presented in frequency distribution tables. &lt;/p&gt;&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/edu_01/0886/a.php" alt="Hit counter" /&gt;&lt;/p&gt;