Thesis:

Influence of human resource practices on organizational performance of judicial staff Nairobi county, Kenya.

This study seeks to establish the influence of human resource management practices on organizational performance of judicial staff Nairobi County, Kenya. The study specifically seeks to establish the influence of recruitment and selection on organizational performance of judicial staff Nairobi County, influence of training and development on organizational performance of judicial staff Nairobi County and influence employee involvement on organizational performance of judicial staff Nairobi County, Kenya. Built on the Resource Based Theory, and Vroom’s Expectancy Theory. It used a descriptive survey research approach and focused on all judicial staff Nairobi County. From a total of 1316 target population, or 10% of the population, a sample of 131 county workers from various departments were taken using a simple random sampling approach. Data was gathered using a questionnaire using a five-point Likert scale. The Cronbach alpha coefficient was used to gauge the scale's dependability and assess how consistently the research instrument’s items spaced are. The value of the alpha co-efficient may range from 0 to 1. (Complete internal consistency). Using SPSS version 26, the data was processed to provide both qualitative and quantitative data. Tables and graphs were used to show the study's findings. The study found significant shortcomings in recruitment and selection practices, with low scores indicating a lack of clarity and inclusivity, hindering the attraction and retention of qualified candidates. Employee training and development practices were moderately effective, but inconsistent delivery and inadequate off-the-job training reduced their overall impact. Employee involvement practices, while somewhat effective, revealed opportunities for improvement, particularly in communication, mentorship, and team-building activities. The study concluded that recruitment, training, and involvement practices are essential for improving organizational performance. A comprehensive review of recruitment strategies is necessary to ensure diversity and equity. Additionally, training programs need to be more structured and aligned with the specific needs of employees to enhance skills and productivity. Employee involvement, particularly through mentorship and clearer communication, is vital for fostering engagement and collaboration. The study recommended that the judiciary implement clear, inclusive recruitment procedures and enhance the onboarding process. It also called for the development of structured training programs, focusing on both on-the-job and off-the-job initiatives, aligned with organizational goals. Finally, strengthening employee involvement through improved communication and mentorship programs is recommended to increase engagement and performance