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dc.contributor.authorMutunga, Patricia M.
dc.date.accessioned2021-05-04T08:13:10Z
dc.date.available2021-05-04T08:13:10Z
dc.date.issued2020
dc.identifier.urihttp://hdl.handle.net/11071/10430
dc.descriptionA Thesis submitted in partial fulfillment of the requirements for the award of the Degree of Masters of Business Administration at Strathmore University Business Schoolen_US
dc.description.abstractHuman resource strategies and succession planning have attracted significant interest among scholars. Research reveals the insufficient quality and lack of effective planning in the management of human resources in departments. Human resource strategies and succession planning are crucial for sustainability, steady performance, and competitive advantage by the public sector. This research aimed at studying human resource management strategies in the public sector and their impact on succession planning. The researcher evaluated recruitment, training, and development, performance, and rewards management. Adopted theories to guide the research were the Theory of Planned Behavior and Organizational Learning Theory. The adopted research design was descriptive. One hundred ninety-eight participants participated in the study out of a sample population of 216. The study participants were selected using stratified random sampling and comprised of human resources professionals and heads of departments drawn from government ministries and state departments. Data collection was by use of self-administered questionnaires. Data were analyzed using Statistical Packages for Social Sciences (SPSS). Descriptive statistics were used to present the data in a meaningful way, and inferential statistics used to establish the relationship between the study variables. Study findings indicated that of the four human resources strategies, recruitment was the most impactful to effective succession planning, followed by performance management, rewards management, and lastly, development, and training. The researcher recommends an investigation by the government ministries and state departments as to why training and development have the least impact on effective succession planning. Further areas of study include a study on employee performance management's contribution to enhancing employee output and effective succession planning.en_US
dc.language.isoenen_US
dc.publisherStrathmore Universityen_US
dc.subjectHuman resource strategiesen_US
dc.subjectRecruitmenten_US
dc.subjectTraining and developmenten_US
dc.subjectPerformance managementen_US
dc.subjectRewards managementen_US
dc.subjectSuccession planningen_US
dc.titleHuman resource strategies for effective succession planning in the public sector in Kenyaen_US
dc.typeThesisen_US


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