EMPLOYEE E-RECRUITMENT MANAGEMENT ON EMPLOYEE PERFORMANCE OF SUPPORT GROUPS IN HOMA BAY COUNTY, KENYA
Abstract
Employee performance in support groups in Homa Bay County has been wanting and below par. A survey done by HRMK on employees working on these and similar firms in 2018 cited worrying reasons that explain why these employees fail to perform. The survey results revealed that employee dissatisfaction negatively impacts their work efficiency, pace, and morale, stemming from the fact that they receive the same salary and are at the same level as their peers. Main Objective was to investigate the effect of E-Recruitment Management System and Employee Performance of Support Groups in Homa Bay County, Kenya. The study focused on 14 support groups that have been operating in Homa Bay County and were registered between 2014 and 2019. This study adopted census sampling where all the 14 support groups that are registered within Homa Bay County was included in the study. Five personnel people will be selected from each support group; thus, the final sample included 70, which comprised of the director, two personnel from administration department and two personnel from the human resource department in each support groups. The main way to collect data for this study was through a questionnaire with closed-ended questions. We analyzed the data by looking at how often answers were given and calculating averages, including means and standard deviations. Regression analysis was used to see how the different variables were related. The study found that several practices related to e-recruitment management, such as electronic online employee recruitment, electronic payroll, online training, and electronic performance management, positively affect how well support groups perform in Homa Bay County, Kenya.
Key Words: Employee E-Recruitment Management, Employee Performance
CITATION: Mayora, M. A., & Makhamara, H. F. (2025). Employee e-recruitment management on employee performance of support groups in Homa Bay County, Kenya. The Strategic Journal of Business & Change Management, 12 (2), 465 – 475. http://dx.doi.org/10.61426/sjbcm.v12i2.3221
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DOI: http://dx.doi.org/10.61426/sjbcm.v12i2.3221
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