Human Resource Development as a Predictor Performance of West Pokot County

Abstract

Kenya has a long history, starting with pilgrim standard and finishing freedom, of an absence of independence inside of its governmental issues and economy. In its national development, the country has placed Human resource development (HRD) a key part in enhancing the financial prosperity of the nation and its population. The purpose of the study was to investigate the influence of human resource development on the performance of West Pokot County. Universalistic theory guided the study. A descriptive survey research design adopted. This target population comprised of 50 employees from County Assembly, 20 from governor's office, 200 from county offices, three sub-county administrators and 30 ward administrators. The researcher used purposive sampling to select three employees from sub-County offices 15 employees from County Assembly, seven from governor's office, 60 from county offices and ten ward administrators. Questionnaire and interview schedule data collection instruments were used. Data collected, analyzed using descriptive and inferential statistics. A Multiple linear regression model was used to predict West Pokot County Performance in the study. From the model, (R² = .936) shows that all the predictors account for 93.6% variation in public service performance. The training and development, employee relation, appraisal and compensation had significant relationship with performance of public service. The compensation of employees influenced highly performance of public service, followed by employee relation, then appraisal and finally training and development. The human resource development is a major predictor of performance of West Pokot. It is therefore prudent for the West Pokot County to enhance compensation, relation, appraisal of employees and training and development in order to effectively perform. The training and development had a low significant effect on performance of public service. The county governments should improve training and development of their employees, in order to enhance their performance. The results also imply that employees require constant training and development programs to keep them updated with their skills as well as the developments, for example, technological and customer related developments so as to improve their performance. The findings may assist organizations to evaluate the strategies enhancing organizational performance.