ORDER OF INJUNCTION, GENDER, MARGINALIZED GROUPS’ RULES AND HUMAN RESOURCE MANAGEMENT PRACTICES IN SELECTED STATE CORPORATIONS IN KENYA
Keywords:
Order of Injunction, Gender and Marginalized Groups’ Rules, HRM Practices and State CorporationsAbstract
Purpose: The main objective of the study was to examine the effect of order of injunction, gender and marginalized groups’ rules on the HRM practices in state corporations in Kenya.
Methodology: The study adopted an explanatory research design.
Findings: Results revealed that the order of injunction and gender and marginalized groups rules affects the human resource practices in State Corporation in Kenya. The particular aspects of human resource practices that were affected included; human resource planning, recruitment and selection of employees, performance management, rewards and compensation management, training and development and employee participation.
Unique contribution to theory, practice and policy: The study findings will provide an insight into the effects of order of injunction and gender and marginalized groups’ rules on HRM practices in the Kenyan public sector and thus serve as a platform for progressive reforms of the labour laws. This will enable the Legislative organs in the National Assembly, Senate and County Assemblies enact laws that will facilitate good practices in Human Resource departments. The Judiciary will also benefit in terms of development of jurisprudence in labour related cases and come up with policies that will give effect to the Constitution and labour laws without hindering Human Resource practice and economic development in the Country.
The study findings will also contribute to policy development in terms of restructuring human resource management in the public sector and labour laws. Further, Educational Institutions will also benefit especially when developing curriculum in the courses involving HRM, and in particular impart legal knowledge to the students studying HRM. The study will also add value to the existing body of knowledge on HRM practices and labour laws. Future researchers in this field will find this research quite resourceful as part of their literature review.
Downloads
References
Armstrong,M. (1999). A handbook of Human Resource Management Practice.7th Edition, London: Kogan Page Limited.
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.
OECD (2010).Gender and sustainable development. Maximising the Economic, Social and Environmental Role of Women.
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.
Storey, J. (2005).Human Resource Management: A Critical Text. Routledge, London.
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.
