Mary Mali Kavindu, Dr. Wallace Atambo


The study aimed at examining the relationship between strategic human resource practices and employee performance at the Office of the Registrar of Political Parties. The specific objectives were; to examine the effect of succession planning on employee performance in Office of the Registrar of Political Parties, and to establish the effect of employee Development on employee performance in Office of the Registrar of Political Parties. This study adopted a descriptive research design. The target population was 191 staff of the Office of the Registrar of Political Parties. This study used census hence a sample of 191 staff.  Questionnaires were used to collect data. A pilot test was conducted with 10% of the target hence 19 respondents. The study used content and construct validity. Reliability was evaluated through the use of Cronbach's Alpha Coefficient. The constructs measures had an average of 0.5 which is within the recommended construct validity threshold. Reliability test showed that all the variable measures were valid since they meet the reliability threshold of 0.7. The study data was analyzed using descriptive and inferential statistics for analysis with the help of SPSS Version 28. Findings showed that there was a strong significant correlation between succession planning and employee performance in Office of the Registrar of Political Parties (r=0.603, p=0.000), and a moderate significant correlation between employee development and employee performance in the Office of the Registrar of Political Parties (r=0.415, p=0.000). The recommendations were; the management should conduct appraisals to obtain information to ensure that managers assessed staff members who have the potential to grow. The management should view training as a long-term process and not just some process that lasts for a short while.

Key Words: Strategic Human Resource Practices, Succession Planning, Employee Development, Employee Performance, Office of the Registrar of Political Parties

Full Text:



Abebe, H. (2018). Effect of Compensation on Employee Productivity in the Case of Kality Foods Manufacturing Factory, Addis Ababa. Unpublished masters thesis, Addis Ababa Science and Technology University

Ahmed, A. (2020). Effect of Succession Planning on Organization Performance: A Case Of Family Bank, Kenya. Unpublished Masters Thesis, United States International University Africa

Akter, N. & Moazzam, H. (2016). Effect of Compensation on Job Performance: An Empirical

Allui, A. & Sahni, J. (2016). Strategic human resource management in higher education institutions: empirical evidence from Saudi. Procedia-Social and Behavioral Sciences, 1(235) 361-371

Basit J. & Muhammad J. (2019). Impact of Succession Planning on Employee Retention Jönköping International Business School

Bradler, C., Dur, R., Neckermann, S. & Non, A. (2016). Employee recognition and performance: A field experiment. Management Science, 62, 3085-3099.

Charles, O. (2016). Succession planning and management in kenya: a case study of quantity surveying firms. [Internet:

Cooper, D.R., & Schindler, P.S. (2014). Business Research Methods. © THE McGraw-Hill Companies

Fraenkel, J. R., & Wallen, N. E. (2013). How to design and evaluate research in education. Fifth ed. New York: McGraw-Hill.

Friday, E. (2019). Employee Training and Succession Planning of Selected Deposit Money Banks in Abia State Nigeria. Journal of Management, 2(1), 47-56

Gabriel, I., Biriowu, C. & Dagogo, E. (2020). Examining succession and replacement planning in work organizations. European Journal of Business and Management Research, 5(2)

Gołata, E. (2016). Shift in Methodology and Population Census Quality, Statistics in Transition New Series, ISSN 2450-0291, Exeley, New York, NY, 17(4) 631-658,

Hakim, C. (2015). Secondary analysis in social research: A guide to data sources and method examples. London, UK: George Allen & Uwin.

Kenneth, A. (2019). Determining the contributory factors to successful succession and post-succession performance of family-owned SMEs in South Eastern Nigeria. International Entrepreneurship Review.

Kiiru, M. (2013). Strategic human resource management practices and performance of parastatals in Kenya. Ph.D Thesis Kenyatta. University.

Kimanthi, D. (2020). Investigation of the impact of training and development on employee performance: A case study of beta insurance company, Kenya. The Strategic Journal of Business & Change Management, 7(2), 167 – 188.

Kothari, C., & Garg, G. (2014). Research Methodology; Methods and Techniques. New Delhi: New age international publishers.

Legesse, D. (2017). Effect of Training and Development on Employees Performance A case study of African Union Commission. Unpublished Masters Thesis, National Open University

Lempaka, D. (2018). Strategic HRM in North America: looking to the future”, International Journal of Human Resource Management, 19, 1486-1499.

Melton, L., (2018). Succession planning research in the educational sector. In: Gordon P., Overbey J. (eds) Succession Planning. Palgrave Macmillan, Cham.

Muchiri, N. (2021). Human Resource Management Practices and Employee Performance in Canon Chemicals Ltd in Kenya. Unpublished Master’s Thesis, Kenyatta University

Njenga, M. (2018). The Influence of Strategic Human Resource Management Practices on Firm Performance of Insurance Firms in Kenya (Thesis). Strathmore University

Nyaema, R. & Wambua, P. (2019). Strategic Human Resource Management Practices and Employee Retention in Commercial Banks in Nairobi City County, Kenya. Journal of Human Resource and Leadership, 4(2) 73 - 89

Obedgiu, V. (2017). Human resource management, historical perspectives, evolution and professional development. Journal of Management Development, 36(8) 986-990

Sablok, G., Stanton, P., Bartram, T., Burgess, J. & Boyle, B. (2017). Human resource development practices, managers and multinational enterprises in Australia: Thinking globally acting locally. Education + Training, 59(5), 483-501

Saunila, M., Pekkola, S. & Ukko, J. (2014). The relationship between innovation capability and performance: The moderating effect of measurement. International Journal of Productivity and Performance Management, 63, 234-249.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P. & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge, United Kingdom: Cambridge University Press

Vidija, S. Peter, K. & Ogutu, M. (2016). Human Resource Management Practices and Performance of Firms Listed on the Nairobi Securities Exchange. Journal of Human Resource and Leadership, 1(1), 1-24.

Welman, J. C., Kruger, F., & Mitchell, B. (2015). Research methodology. Oxford University Press.

Zirra, T., Ogbu, O. & Ojo, R. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3) 32-42


  • There are currently no refbacks.