RELATIONSHIP BETWEEN WORKFORCE PLANNING PRACTICE AND PERFORMANCE OF SELECTED COUNTY GOVERNMENT PUBLIC SERVICE IN SOUTH RIFT, KENYA

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  • Rose Chepkemoi Tirop Postgraduate Student, University of Kabianga, Kenya
  • Hellen Sang Senior Lecturer, University of Kabianga, Kenya
  • Williter Rop Professor, University of Kabianga, Kenya

DOI:

https://doi.org/10.46827/ejhrms.v10i3.2313

Klíčová slova:

county public service, performance, workforce planning practice

Abstrakt

Workforce planning ensures that organizations have the right resources to achieve their strategy. In the public sector, particularly in County Governments, the need for effective workforce planning has become increasingly essential due to frequent leadership transitions, retirements, and evolving service delivery demands. This study sought to assess the relationship between workforce planning practice and the performance of selected County Government Public Service in the South Rift, Kenya. The study adopted a correlational research design and was undertaken in selected County Public Services in the South Rift region. The target population was 258 employees who comprised Heads of Departments, Heads of Sections and Specialized Staff, where a sample size of 157 respondents was used. Data were collected using structured questionnaires, and to ensure its validity, the instrument was given to experts in human resources to check its content. County governments' public service should enhance reward systems, strengthen succession planning frameworks, and improve performance management practices to sustain employee commitment and achieve higher levels of service delivery. The overall mean score of 2.44, with a standard deviation of 1.32, indicates that respondents generally agreed that workforce planning contributes to county government performance, although the level of agreement varies across the individual dimensions. The findings inform policymaking in relation to succession planning and performance in the County Government Public Service.

Biografie autora

  • Rose Chepkemoi Tirop, Postgraduate Student, University of Kabianga, Kenya

    Rose Chepkemoi Tirop is a Senior Human Resource Management and Development Office County Government of Bomet. She is an accomplished scholar and professional with vast experience in Human Resource Management. She is an Associate Member of the Institute of Human Resource Management.

    ORCID: https://orcid.org/0009-0003-8762-0690

  • Hellen Sang, Senior Lecturer, University of Kabianga, Kenya

    Dr. Hellen Sang is a Senior Lecturer in the Department of Marketing, Management Science, Tourism and Hospitality and is currently the Dean of the School of Business and Economics, University of Kabianga. She is an accomplished scholar and professional with vast experience in Human Resource Management. She is a consultant and a trainer in Human Resource Management, Strategic Management and Leadership.

  • Williter Rop, Professor, University of Kabianga, Kenya

    Williter Rop is an Associate Professor in Human Resource Management in The School of Business and Economics, Department of Marketing, Management Science, Tourism and Hospitality, University of Kabianga. Her research interests include: Human Resource Management, Strategic Management and Business Management. She is an accomplished scholar and professional with vast experience in Human Resource Management, with a proven record of over 20 years in Management and Administration and the application of effective quality service delivery in institutions of higher learning. She is an experienced Human Resource Management Practitioner and consultant in Human Resource Management, Strategic Management and Corporate Governance.

    ORCID: https://orcid.org/0009-0003-3686-0037.

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Stažení

Publikováno

2026-09-11

Číslo

Vol 10 No 3 (2026)

Sekce

Articles