Journal of Human Resource and Leadership <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> IPRJB en-US Journal of Human Resource and Leadership 2519-9099 IMPLICATIONS OF YOUTH WORKFORCE ON EMPLOYEE ENGAGEMENT IN THE INSURANCE SECTOR <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> Ben Kajwang Copyright (c) 2022 Journal of Human Resource and Leadership 2022-01-05 2022-01-05 7 1 1 7 10.47604/jhrl.1437 EFFECT OF EMPLOYEE AGILITY ON ORGANIZATIONAL PERFORMANCE (A CASE STUDY OF THE STATE DEPARTMENT FOR LABOUR, KENYA) <p><strong>Purpose: </strong>The research sought to assess the effect of employee agility on organization performance with a specific study by the State Department for Labour.</p> <p><strong>Methodology: </strong>The data for this study were collected at the State Department for Labour. The respondents included a sample of the employees working at the department as of the end of 2020. The study population comprised 484 employees working at the State Department for Labour. This study adopted ten percent of the target populace, which translates to 59 participants. Therefore, the sample scope for the research was 59 respondents. The research employed stratified random sampling techniques. In addition, the study depended on key information that was assembled by a designed data assortment tool that was accurately created. Descriptive measurements such as percentages, frequencies, standard deviations, and mean were utilized to summarize composed data. Likewise, inferential tools of regression and correlation analysis were utilized to create the connection between employee agility and organizational performance. The study results were offered using bar charts, tables, pie charts, and graphs.</p> <p><strong>Results: </strong>From the findings of this study, it was resolved that employee agility positively influences organizational performance. The State Department for Labour is critical since its mandate, among others, is to ensure there are harmonious industrial Labour relations. The economic growth and development of the country rely on it to enhance Labour productivity through its Labour dispute resolving mechanism. Therefore the performance of the state Labour department is essential. There is a link between operative agility enablers and general internal performance.</p> <p><strong>A unique contribution to theory, practice and policy</strong><strong>:</strong> This study would inform policymakers and Human Resource Practitioners on various approaches to improving employee agility in order to enhance Organizational Performance.</p> Artlibert Makori Florence Maina Brian Obiero Sonkori Daniel Rose Njeri Sharon Obonyo Benson Okwayo Wilbroda Okaka Copyright (c) 2022 Journal of Human Resource and Leadership 2022-05-16 2022-05-16 7 1 38 58 10.47604/jhrl.1537 WORKING CONDITIONS AND EMPLOYEE PERFORMANCE IN OPERATING SUGAR MANUFACTURING FIRMS IN IN WESTERN KENYA <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> Caroline Mulianga Sylvia Sirai Juliana Mutinda Copyright (c) 2022 Journal of Human Resource and Leadership 2022-01-18 2022-01-18 7 1 8 19 10.47604/jhrl.1443 INFLUENCE OF STAFFING LEVELS ON QUALITY OF EDUCATION IN PUBLIC SECONDARY SCHOOLS IN MURANG’A COUNTY, KENYA <p><strong>Statement of the Research Problem: </strong>Teaching staff is crucial in the provision of quality education in public secondary schools. However, in Murang’a County, many public secondary schools registering a low quality of education.</p> <p><strong>Purpose of the Study: </strong>This study aimed at determining the influence of staffing levels on quality of education in public secondary schools in Murang’a County, Kenya.</p> <p><strong>Methodology: </strong>The study adopted a correlation research design. This study targeted 292 principals and 3206 teachers totaling 3498 from which a sample of 360 respondents (10.3%) was determined using Yamane’s Formula. Using stratified sampling, eight strata considering sub-counties were created. From every sub-county, three principals were selected using purposive sampling. However, from each sub-county, 42 teachers (14 teachers per school) were selected using simple random sampling to avoid bias. Questionnaires were used to gather information from principals and teachers whereas a documentary checklist guide was used by the researcher. Quantitative data were analyzed using descriptive statistics such as frequencies and percentages and inferentially using Pearson’s Product Moment Correlation Analysis with the help of Statistical Packages for Social Sciences (SPSS 23) and presented by using tables.</p> <p><strong>Research Findings: </strong>The study established that students’ academic performance in national examinations (KCSE) is low, students’ completion rates with quality grades (C+ and above) are on a decreasing trend and levels and frequency of participation in co-curricular activities are low. From the study findings, the student-teacher ratio in public secondary schools is high owing to the high number of students enrolled courtesy of the Free Day Secondary Education Policy. This implies that, by having an inadequate number of teachers, it is difficult to attend to academic and other delegated duties and thus, not possible to accord students individual attention, which is the essential aspect of quality education.</p> <p><strong>Unique Contribution to Theory, Policy and Practice: </strong>The findings of this study lend credence to the premise of the Education Production Function Theory since it revealed that there is a correlation between instruction resources and quality of education. As a practice, secondary schools should engage in alternative income-generating activities to acquire more financial resources to hire more teachers to supplement government’s efforts to bridge the gap in the student-teacher ratio. As a policy, the government should ensure adherence to the policy on fair distribution of teachers based on the number of students.</p> Wilson Mwaniki Martin Ogola Jackline Nyerere Copyright (c) 2022 Journal of Human Resource and Leadership 2022-06-15 2022-06-15 7 1 59 70 10.47604/jhrl.1561 The Art of Leadership – An Understanding <p><strong>Purpose:</strong> The purpose of this paper is to give a general overview of the term “leadership” as used and explained by different authors and how it is situated in the context of group or organizational communication. I will attempt to give various definitions of key terms and concepts used in leadership discourse. Key questions like; what is leadership? What does it mean? Who is a leader? What does a leader do? Types of leaders and types of leadership styles or approaches will be explored.</p> <p><strong>Methodology:</strong> The paper adopted a desktop methodology research design. Key words such as leadership styles, leadership, leader, leadership approaches, and leadership communication skills were used to source published papers from popular search engines such as google and scholar. The published papers were then assessed for quality and those found relevant were used to generate results. The type of data analysis method used was qualitative data analysis. Specifically, content analysis was used to identify key themes and research gaps from papers.&nbsp;&nbsp;&nbsp;</p> <p><strong>Findings:</strong> Transformational leadership was found to be a critical fundamental tool, particularly in the concept of getting others to buy into necessary changes in the environment, such as workplaces, communities, and government institutions. Another finding is that leadership is the transformational credibility and capacity of men and women in institutions, communities, regions, nations, and international settings to influence people emotionally, intellectually, relationally, and willfully toward shared vision, purpose, mission, goals, objectives and activities. Therefore, any leader taking up this model must continue to be an inspiring presence, one who leads by example and is responsible for motivating others. It appears to be a form of leadership well-suited to these current times characterized by uncertainty, and societal instability.</p> <p><strong>Unique contribution to Theory, Policy and Practice:</strong> The paper sheds light on the role that leader’s personal communication skills play in leadership. Transformational leadership is a theoretical dimension to leadership styles and types that merits consideration. Policy makers may prescribe the need for transformational leadership in the various policy documents such as the constitution sections which advocate for leadership and governance among public and private institutions. Leaders in all fora could apply transformational leadership in a bid to improve leader-follower performance outcomes.</p> Paul Mbutu Walter Mongare Copyright (c) 2022 Journal of Human Resource and Leadership 2022-04-14 2022-04-14 7 1 20 37 10.47604/jhrl.1512