Influence of Order of Reinstatement, Order of Compensationon Human Resource Management Practices in Selected State Corporations in Kenya
Keywords:
Order of reinstatement, Order of compensation, Human resource management practicesAbstract
Purpose: The main purpose of this study was to examine the effect of order of reinstatement and order of compensation on the HRM practices in state corporations in Kenya.
Methodology: This study employed an explanatory research design. The study population comprised of 200 court decisions in the Industrial Court relating to cases falling under the purview of Human Resource Management and these cases covered the period from 2013 to 2015. The rationale for this period is because the Constitution was promulgated in 2010. The new Constitution has provisions relating to fundamental rights and labour laws that govern and affect Human Resource Management. The cases filed in the Industrial Court after the new Constitution came into force were not determined immediately, hence the need for the study to deal with decisions made from 2013 to 2015. This study used simple random sampling design to sample the state corporations whereby the human resource manager was selected to represent a state corporation. The sample size was 84 respondents. The study used a questionnaire to obtain primary data. The research collected data by use of questionnaires. The questionnaire was self administered. A pilot study was conducted in order to establish the validity and reliability of data collection instruments. Data collected from the questionnaires was prepared and converted from responses to quantitative format for ease in analysis using statistical package for social sciences (SPSS).The statistics generated was descriptive statistics and inferential statistics. The specific descriptive statistics included percentages and frequencies while the specific inferential statistics included a regression. A multiple linear regression model was used to test the significance of the influence of the independent variables on the dependent variable. The results were presented in form of tables and charts.
Results: The study findings showed that order of reinstatement and order of compensation affects the human resource practices in State Corporation in Kenya.
Unique contribution to practice and policy: Based on the findings of the study, the study recommended that Human resource managers in state corporations ought to take the initiative to access the information about laws that govern human resource practices in Kenya.
Downloads
References
Armstrong,M. (1999). A handbook of Human Resource Management Practice.7th Edition, London: Kogan Page Limited.
Barton, B.A. (2012). Firm Performance and Compensation Structure: Performance Elasticities of Average Employee Compensation, Journal of Corporate Finance, 9, 333–352.
Chang, W.J.A. & Huang, T.C.(2005). Relationship between strategic human resource management and firm performance: A Contingency perspective. International journal of manpower, 26 (5):434-449
Cole, G. A. (2012). Personnel and Human Resource Management. 5th Edition, London: Cengage Learning.
Davis, P. (2005). About time: Einstein’s unfinished revolution. New York : Simon; Schuster.
Dessler, G. (2009). A framework for human resource management.Pearson Education India.
Guest, D. E. (2001). Personnel Management: The end of Orthodoxy? British Journal of Industrial Relations. 3, (2):137–156.
Lavelle, J. (2010). Public Service HRM Policies and Practice: Trends & Challenges for HR Management in the Broader Public Sector in the International Arena, AAPAM Roundtable Conference. Durban, South Africa
Ozutku H. &Ozturkler H. (2009). The Determinants of Human Resource Practices: An Empirical Investigation in the Turkish Manufacturing Industry, Ege Academic Review,Vol.9 (1):73-93.
Purcell, J. (2010). Human Resources Management: Implications for Teaching, Theory,Research and Practice in Industrial Relations. (IIRA), op.cit.
The Constitution of Kenya (2010)
Downloads
Published
How to Cite
Issue
Section
License
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work’s authorship and initial publication in this journal.
