ROLE OF BENCHMARKING ON EMPLOYEE PERFORMANCE IN THE PUBLIC SECTOR IN KENYA: (A CASE OF SENIOR MANAGEMENT COURSE PARTICIPANTS OF KENYA SCHOOL OF GOVERNMENT MOMBASA)
Abstract
The objective of this study was to determine the role of benchmarking on employee performance in the public sector in Kenya. A sample of 24 respondents from SMC 99 and SMC 100 were selected using stratified random sampling method to respond to questionnaire items intended to gauge aspects of their performance based on training and development. Data obtained was analyzed descriptively using frequency, percentage, and mean analysis with the aid of statistical Package for Social Sciences (SPSS) computer software to determine the role of benchmarking on employee’s performance. The findings indicated that the public institutions have tried to adopt different ways to train their employees to improve their performance, however they had not optimally utilized these methods to acquire employee’s full potential and maximum benefits to the organization. From the findings the study concluded that Benchmarking is the most effective method of training that had been adopted and implemented in the public sector. However, with optimal utilization, other training methods can also be used to improve employee performance. Also, from the findings, it was concluded that training can be categorized in two types basing on whether it is conducted internally or externally. These included on job training and off job training. The research found that there is a strong positive relationship between training and employee performance.
Key Words: Benchmarking, Training and Development, Employee Performance
CITATION: Kahuria, N. N., Sheikh, S. A., Ngugi, J., Muriuki, D., & Mwaniki, A. W. (2018). Role of benchmarking on employee performance in the public sector in Kenya: (A case of senior management course participants of Kenya School of Government Mombasa). The Strategic Journal of Business & Change Management, 5(4), 2289 - 2299.
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DOI: http://dx.doi.org/10.61426/sjbcm.v5i4.1026
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