Human Resource Management Practices, Employee Engagement and Employee Performance in Kamwenge district health sector

Abstract

The study sought to establish the relationship between Human Resource Management Practices, Employee Engagement and Employee Performance in Kamwenge District Health sector. The population under this study comprised of employees in all health centre IIIs and IVs within Kamwenge district health sector. The study adopted a cross-sectional research design and employed the Pearson correlation analysis and regression analysis. From a population of 202 employees who work in the health sector of Kamwenge District, the researcher sought to acquire a sample of 132 employees using the rationale of Krejcie and Morgan (1970).

A research instrument of close-ended questionnaires was designed so as to capture data on the research study objectives. It was tested for reliability and validity, analyzed using SPSS version 21 and results indicated that the variable items all had acceptable levels of reliability and validity since the coefficients for the CVI and the Cronbach Alpha were above 0.700. The researcher also carried out a parametric assumptions test of data cleaning, outliers, and normality, linearity, homogeneity, and multicollinearity tests.

The researcher then collected data from the rest of the sample, and acquired useful data from 100 employees representing a response rate of 75.6%. The data was aggregated to the unit of analysis before running the correlations and the regression models. According to the study, the findings confirmed a positive and significant relationship between human resource management practices, employee engagement and employee performance within Kamwenge district health sector.

From the results of the study, we recommend that, the District health sector should emphasize and promote a transparent and independent recruitment and selection process to ensure that highly competent unbiased health workers are employed in order to improve performance. That employees have performance work plans and appraised regularly. Adequate and timely pay of health workers as a way of motivating them to be engaged and improve their performance on job. The District Health sector leadership should promote one to one interactions to ensure participatory decision making and implementations of solutions.