Perceived relationship between employee engagement and employee performance in Kenya medical training college headquarters

Abstract

The success of any organization depends on human resource. An organization may have equipments and resources but cannot succeed without people. Employee engagement is therefore done to bring about a situation in which the employee by free choice has an intrinsic desire to work in the best interest of the organization. Employees who are engaged give organizations crucial competitive advantage including higher productivity and lower employee turnover. This research was carried out to determine the perceived relationship between employee engagement and employee performance at KMTC Headquarters. The research design used was a descriptive census survey where all members of staff at KMTC headquarters participated. Self administered questionnaires were used to collect the primary data used for the research. Descriptive statistics such as means and standard deviation were used to analyze the data. The results indicate that the workers have good working relationship with their boss and that the bosses even provide good support for improved performance of work .The management should come up with a support policy so that issues that bring about higher performance are given higher support. The workers also get on well with colleagues which indicate there is team work and should be enhanced. On the other hand, the workers indicated strong dissatisfaction with their work with most indicating that they were not involved in the decision making processes affecting their work. The decision making should be more inclusive so that relevant members of staff provide input to decisions that affect them. There was also an indication of not being happy with the remuneration package despite being technically competent to perform duties. The results also indicate that workers have respect for national diversity and gender, work well as a team with colleagues, focus on customers/citizens and perform duties and responsibilities professionally. Though, do not always achieve performance targets, have poor time management, and creative and innovativeness is poor. The study found a strong positive relationship between employee engagement and employee performance. The study concludes that involving employees in making decisions at work place increases employee engagement and performance. Equally, equal treatment of workers with similar qualifications in terms of equal remuneration leads to Employee Engagement. The study recommends that the management comes up with a support policy that focuses on issues that will bring about higher performance. The study also recommends the improved use of teams approach to work. Further, decision making should be more inclusive so that relevant members of staff provide input to decisions that affect them. Engagement of employees in the work environment should be carefully done since it is closely connected to performance.