Remuneation and Reward Management Practices Implication on Health Sector Service Delivery in Nyeri County, Kenya
Main Article Content
Keywords
Employee, compensation, renumeration, reward, health sector, service delivery, Kenya
Abstract
Service delivery in the health sector impacts on the health of the citizens who provide productive labour force in the economy. Effective delivery of service in the health sector, can among other things be influenced by the human resource practices adopted in the sector. This study focus was on Nyeri County, Kenya in the context of a devolved health system aiming to examine the implications of remuneration and reward management practices. There has been several readjustment challenges witnessed in several counties arising from implementation of devolution in Kenya. The theoretical framework of the study was anchored on Herzberg two factot and Vroom expectancy theories. The study used convergent design integrating both qualitative and quantitative data analysis. The study targeted a population of 916 health workers, from which a sample size of 266 was drawn. However, only 183 questionnaires were duly completed and returned for analysis. The primary data was collected by use of questionnaires and interview schedule. Secondary data was obtained from the available existing published literature related to the study. Collected data was analysed using descrptive and inferential statistics. The findings revealed that having a strong reward, remuneration and motivation system help to retain talented workforce. It was further noted that bonus payment, incentives were based on individual employee performance, however these were lacking in health sector hence poor health sector service delivery. Also there was no remuneration for doctors and nurses for long hours of work. Further, Regression analysis indicated a statistically significant and positive relationship between employee remuneration and reward practices and service delivery (β = 0.314, p < 0.001). It was recommeded that health sector could ensure that bonus payment were made to individual employees as they could be proportionate to their work and hence improve service delivery. The study contributes to theory by giving compensation and reward components through which health sector can reciprocate inorder to enhance service delivery among its workforce.
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Gladys Wanjiku Wachira , Department of Human Resource Development, School of Business and Economics, Karatina University, P.O. Box 1957-10101, Karatina, Kenya
Department of Human Resource Development, School of Business and Economics, Karatina University, P.O. Box 1957-10101, Karatina, Kenya