A framework for assessing the effectiveness of HR metrics and analytics: The case of an American Healthcare Institution (Published)
Although some studies have been conducted on human resource (HR) metrics and analytics, little rigorous research focused on practices and challenges of HR (staffing) metrics and analytics in the healthcare sector. This study, therefore, intends to address this research gap by focusing on practices and challenges of staffing metrics and analytics in the healthcare sector using an American Healthcare Institution (AHCI). This study has the following four objectives: (a) review the literature on HR/staffing metrics and analytics, (b) develop a conceptual framework for assessing the effectiveness of staffing metrics and analytics efforts, (c) assess the practices and challenges of staffing metrics and analytics of AHCI, and (d) discuss the study’s implications and future research directions.
Strategy implementation: Influence of HR on M-Commerce Performance in Kenya’s Commercial Banks (Published)
The overall purpose of the study was to establish the strategic role human resources play in influencing the performance of m-commerce performance in Kenya’s commercial banks. The study was based on positivism research philosophy. A positivist approach to research is based on knowledge gained from positive verification of observable experience. The research design used was explanatory which provided the plan for answering question on the human resources in strategy implementation affect performance of M-Commerce in commercial banks in Kenya. The actual population targeted and used was 40 commercial banks in Kenya because the banks were accessible. The units of analysis for the study comprised of five managers from different management levels and departments from each of the 40 commercial banks in Kenya. Questionnaires were used for data collection. The collected data was analyzed using inferential and descriptive statistics.The study findings were that there was no relationship between HR and m-commerce performance. The influence of HR on m-commerce performance was negative and statistically insignificant. The study findings indicated insignificant relationship between HR and m-commerce performance and this would mean that the resources in the banking industry are no longer rare, inimitable or not able to be substituted. Most of the resources are common to all banks, and therefore the study concludes HR on its own does not support m-commerce performance. The path coefficient was negative and insignificant at -0.042 level, t-value of 0.478, p-value =0.633.The study informs commercial banks in Kenya, Central Bank of Kenya, and the scholars the importance of improvement in specialized skilled staff to manage strategy implementation, motivation and staff retention strategies would be key in ensuring successful strategy implementation and retention.