https://www.iprjb.org/journals/index.php/JHRL/issue/feed Journal of Human Resource and Leadership 2022-01-18T07:56:56+03:00 Journal Admin journals@iprjb.org Open Journal Systems <p>Journal of Human Resource and Leadership is a peer reviewed journal published by IPRJB.Published both online and printed version it has classical branches of human resource which are recruitment ,selection and industrial relations .Also often remuneration and payroll, corporate social ,investments and employee health and welfare component of leadership. The journal is of high factor and has vital insight information for scholar ,human resource managers and practioneers</p> https://www.iprjb.org/journals/index.php/JHRL/article/view/1437 IMPLICATIONS OF YOUTH WORKFORCE ON EMPLOYEE ENGAGEMENT IN THE INSURANCE SECTOR 2022-01-05T07:00:25+03:00 Ben Kajwang bkajwang@coi.ac.ke <p><strong>Purpose:</strong> Youth are considered as the most active age bracket in the working environment hence their impact in organizations such as the insurance sector cannot be ignored. The objective of this study is to discuss and analyze the implications of the youth workforce on employee engagement in the insurance sector. The purpose of this study is to help the readers understand the importance of youth workforce and their impact in the insurance sector once the youth are involved in favorable employee engagement practices.</p> <p><strong>Methodology:</strong> The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library</p> <p><strong>Findings:</strong> The study found out that some of the implications of youth workforce on employee engagement are; adaptability to change, improved customer experience and satisfaction, employee retention, talent management, leadership development and improving the company’s brand and image.</p> <p><strong>Unique contribution to theory, practice and policy</strong>: It therefore recommended that the insurance sectors should come up with the best strategies for employee retention of the youth workforce since they play a vital role in influencing the consumer behaviors. The insurance sectors should embrace youth marketing since it is one of the best advertising techniques that has led to increase in productivity and profitability of companies and customer satisfaction.</p> 2022-01-05T00:00:00+03:00 Copyright (c) 2022 Journal of Human Resource and Leadership https://www.iprjb.org/journals/index.php/JHRL/article/view/1443 WORKING CONDITIONS AND EMPLOYEE PERFORMANCE IN OPERATING SUGAR MANUFACTURING FIRMS IN IN WESTERN KENYA 2022-01-18T07:56:56+03:00 Caroline Mulianga akosacaro@gmail.com Sylvia Sirai schebet@kibu.ac.ke Juliana Mutinda julieariya@gmail.com <p><strong>Purpose:</strong> The study aimed at determining the relationship between working conditions and employee performance in the operating sugar manufacturing firms in Western Kenya.</p> <p><strong>Methodology: </strong>The study adopted a descriptive research design with a quantitative approach in which the explanatory correlation method was utilized. The study’s target population was 3818 permanent employees of operating sugar manufacturing firms in Western Kenya. Yamane’s formula for determining sample size obtained 362 respondents from the target population. Proportionate stratified sampling was used to get a representative sample from each of the sugar firms with simple random sampling used to select the study participants. Data were collected by use of a self-administered employee performance questionnaire (EPQ). Content and construct validity were ensured by expert judgement and the Kaiser-Meyer-Olkin technique and Bartlett’s tests respectively. Reliability of the instrument was established by Cronbach Alpha Coefficient at 0.7 level. Descriptive statistics and inferential models (Pearson correlation and linear regression) were utilized in analysis of data. Findings were presented using frequency tables, percentages and narration.</p> <p><strong>Findings:</strong> The Correlation results show a strong positive correlation between employee performance and working conditions as indicated by; r = 0.623, p-value= 0.000 &lt; 0.05. The study findings under regression coefficients showed that the unstandardized beta coefficient for working conditions was significant, r = 0.546, p = 0.000 &lt; 0.05; the study therefore rejected the null hypothesis and concluded that working conditions had a statistically significant positive relationship with employee performance among operating sugar manufacturing firms in Western Kenya.</p> <p><strong>Unique contribution to theory, practice and policy</strong>: Findings contribute new knowledge to existing theories of motivation, HR practitioners can make decisions based on the study findings and adopt working conditions as a strategy of improving employee performance in order to enhance overall organization performance. Policy formulators can develop policy guidelines on working conditions based on the findings especially for the sugar manufacturing sector which would guarantee a conducive work environment for the employees to enhance performance.</p> 2022-01-18T00:00:00+03:00 Copyright (c) 2022 Journal of Human Resource and Leadership