HUMAN RESOURCE ANALYTICS AND PERFORMANCE OF INDEPENDENT REGULATORY AGENCIES IN KENYA
Keywords:
Human resource analytics, Independent regulatory bodies, Human resource data access, Workforce planning, PerformanceAbstract
The general objective was to establish the influence of human resource analytics on performance of independent regulatory bodies in Kenya. The specific objectives were to establish influence of human resource data access and workforce planning on performance of independent regulatory bodies in Kenya. The study was guided by Resource-Based View Theory and Ability, motivation and opportunity theory. This study employed a descriptive research design. The target population was the management level employees within 25 independent regulatory bodies hence 75 management staff. The study used the census approach since the target population is small. Primary data was collected by use of a questionnaire. The study used a total of 8 individuals in the pilot test which represent 10% of target population. Content validity of the research instruments was achieved through validation by university supervisor. The researcher used Cronbach's alpha coefficient to test for reliability. Quantitative data collected was analyzed using descriptive statistics techniques. Pearson R correlation was used to measure strength and the direction of linear relationship between variables. Multiple regression models was fitted to the data in order to determine how the independent variables affect the dependent variable. Data was presented in tables. Findings show a strong significant relationship between human resource data access and performance of independent regulatory bodies in Kenya (r = 0.537, p-value=0.000) and a moderate significant relationship between workforce planning and performance of independent regulatory bodies in Kenya (r = 0.441, p-value=0.040). The study recommends that the organizations should use big data across the departments to improve on employee skills and organization effectiveness, the organization should improve on data quality, the management should also invest in research and department to understand staff skills needs, should also ensure that the website is updated on current affairs of the organizations, and the leaders should ensure that the staff data is well secured.
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