Thesis:

Influence of e-human resource on performance of deposit taking saccos in Nairobi city county, Kenya

The Savings and Credit Cooperative Societies (Saccos) in Kenya have played a pivotal role in the nation's development, contributing significantly to the Gross Domestic Product (GDP) and national savings and deposits. Specifically, these Saccos, especially the Deposit Taking Saccos (DTSs), have enabled cooperative societies to expand their offerings within a fiercely competitive market landscape. Despite their substantial contributions, Saccos face persistent challenges in effectively delivering services to the public. In light of these challenges, this study aimed to explore the influence of Ehuman resource management practices on the performance of deposit-taking Saccos in Nairobi County, Kenya. The study pursued several specific objectives: firstly, to assess the influence of E-recruitment practices on the performance of deposit-taking Saccos in Nairobi County; secondly, to examine the effects of E-training initiatives on performance; thirdly, to evaluate the influence of E-compensation schemes; and finally, to analyze how E-performance management strategies affect Sacco performance. The theoretical underpinnings of this study were drawn from various perspectives, including the Resource-Based View, Person-Organization Fit Theory, Person-Job Fit Theory, and Human Capital Theory. Employing a descriptive research design, the study targeted all 2208 permanent staff members of registered deposit-taking Saccos in Nairobi City County. Simple random sample was conducted of 10% of the target to represent the target population. Data collection primarily involved the use of a semi-structured questionnaire, allowing for comprehensive insights into employees' perceptions and experiences regarding E-human resource practices. Analysis of the gathered data was conducted using SPSS version 26, employing descriptive statistics such as M, frequency, and SD. Furthermore, multiple linear regression analysis was utilized to explore the relationships between E-human resource practices and Sacco performance. The regression findings of this study shown that, E- recruiting significantly impacts performance in deposit-taking Saccos. The beta value is 0.224 and the p-value is 0.000, both of which are less than the significance level (α = 0.05). That electronic training significantly and positively impacts performance in deposit taking Sacco's, electronic compensation significantly affects the performance of deposit-taking Saccos, with a beta value of 0.116 and a p-value of 0.047. Electronic performance management significantly and positively affects the delivery of public services, findings of the regression coefficient (beta = 0.188, p = 0.004). According to the study's findings, prospective employees research the position's requirements in detail online before applying. In a similar vein, many job openings are advertised on various internet sites. The descriptive findings showed that the sacco website offers enough options for workers to learn and improve, so they are able to acquire the training they need to execute their jobs online. This study therefore concludes that improvement in various aspects of electronic training such as availability of opportunities to learn and grow, analysis of the training needs available on the internet with planning and training design also conducted online would improve performance of deposit taking Sacco’s. This study recommends that Saccos in Nairobi County put an emphasis on conducting resultsbased evaluations online, giving member’s timely feedback on their appraisals, and conducting performance contracts through the same online platform.