Browsing by Author "Kirima, Lucy K."

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    The Effect of Procurement Practices on Supply Chain Performance of Selected Public Universities in Kenya
    (Academic Research Publishing Group, 2020-11) Kaaria, LindaJoan; Mburugu, Kirema N.; Kirima, Lucy K.
    In any institution, success is majorly determined by the procurement practices adopted and how well these procurement practices are implemented. The study sought to establish the effect of procurement practices on supply chain performance of selected public Universities in Kenya. The study adopted a cross sectional descriptive survey research design and the target population was all public Universities in Counties in the Eastern and Central Region of Kenya. The sample size comprised of 66 staff members. The study used multiple regression analysis to determine the significance of the relationship between the dependent variable and all the independent variables pooled together. Principle component analysis was used to obtain the regression models. Kaiser Meyer Olkin (KMO) sample adequacy and Bartlett’s sphericity tests were used to identify whether the output from the principal component analysis were suitable for regression. The results indicated strategic partnerships ranked first, followed by inventory management, procurement planning and finally financial resource management in terms of significance influence on supply chain performance. The policy implication is that Universities should embark on training of supply chain players to equip them with relevant knowledge. The research findings will be of help to both public and private entities in improving on their supply chains.
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    Performance appraisal training of employees: A strategy to enhance employees’ performance in public teacher training colleges in Kenya
    (Academic Journals, 2021-06) Miriti, Justine M.; Kirima, Lucy K.; Nzivo, Mirriam M.; Thuranira, Simon; Budambula, Nancy
    Human Resource (HR) practices like performance appraisal (PA) training are meant to ensure that employees are equipped with the knowledge and skills needed for the attainment of organisational goals. However, gaps still exist on the relationship between PA employees’ training and employees’ performance. This study aimed to establish the relationship between PA training and employees’ performance in Public Teacher Training Colleges (PTTCs) in Kenya. A cross-sectional survey study was conducted among 282 employees comprising 185 appraisee’s and 97 appraisers in all the 27 PTTCs. Proportionate stratified sampling technique was used and a self-administered semi-structured questionnaire was used to collect sociodemographic data and PA practices. Linear regression analysis indicated that PA training contribution to employee’s performance was not significant (R2 = 0.001). Appraisee’s preferred quarterly appraisal trainings and appraisers preferred those conducted twice a year (P=0.0054; P=0.0025), respectively. Personal request (P=0.0086) was the basic selection criterion considered for appraisers to attend PA training whereas for appraisee’s, the management considered individual performance (P=0.0011). The PA training among appraisers focused on corruption prevention and service delivery (P=0.0031; P=0.0232 respectively) whereas for appraisee’s, it focused on conflict resolutions (P=0.0299). Additional courses besides PA training were intended to enhance employees’ personal development (P=0.0002). Appraisers opined that the relevance of PA training on employees’ personal development was not relevant at all (P=0.013) and ineffective (P=0.0055). Results suggest well-designed PA programs that guarantee employees’ personal development and career progression enhances their commitment and may positively affect their performance.