Abstract:
The purpose of this study was to determine the impact of HR practices on employee performance in a Top 100 midsized company located in Nairobi and operating in the graphic design and branding industry. This was based on the lack of statistical work on this topic, inadequate literature on the treatment of arbitration of employee performance too organizational performance and there being little research carried out in the graphic design industry. The study was carried out based on three research questions; i.e. to examine the extent HR practices affect employee performance, how HR relationships influence performance and the effect of HR practices on employees. Relevant literature was examined to build the study and further justify the research questions for this study. Descriptive research design was adopted for this study and the population was 100 employees from Capital Colors Creative Design Ltd in Nairobi. Stratified sampling technique was embraced, with a structured questionnaire for data collection. The questionnaire consisted of the sections that collected information on demographics, effects of non-monetary rewards, the influence of HR relationship on performance and employee performance.
Descriptive analysis utilized frequencies and percentage distribution, while inferential analysis utilized correlations, regression and ANOVA. The findings on the extent to which Human Resource Practices affects employee performance revealed a significant relationship between HR practices and employee performance, r (0.772); P ≤ 0.05. On how human resource relationships influence employee performance, there exists a strong positive relationship between human resource relationships and employee performance, r (0.652); P ≤ 0.05. For the effects of human resource practices on the employees performance there exists a strong positive relationship, r (0.810); P ≤ 0.05.The study concluded statistical significant and recommends that managers at Capital Color Designs Ltd should ensure that policies that guide compensation, performance evaluation, and promotion are fair and just. Equally, training within the organization should be clear with recruitment being done above board. In addition researchers ought to utilize the findings of this study to further empirical studies in the field of human resource.
