Abstract:
The purpose of this paper is to examine human resource factors on implementation of performance management
framework in Kenya and, specifically, at Moi Teaching and Referral Hospital (MTRH). The theory of planned
behaviour and the Balanced Score Card Model were used to show how people are linked to the success of the
organization. This study adopted an explanatory design that used an in depth investigation of an Institution in
form of case study which was undertaken at MTRH Eldoret. The target population was all the staff of MTRH,
who numbered 2,040, but a sample of each department was selected, totalling 510 respondents through simple
random and stratified sampling techniques out of which 505(99%) subjects responded. The study utilized
questionnaires for data collection. Data collected was analyzed using descriptive and inferential statistical tools.
Specifically Manova analysis, Correlation analysis, Factor analysis and SEMPATH model, with the help of SPSS
/Amos model programme, were used to validate and test the hypotheses. Results of hypothesis testing indicate
that employee attitude and leadership style have a significant relationship with implementation of performance
management. The first model showed that leadership style was found not to likely affect implementation with
other variable at the standardized regression measured .01 and was not significant at p>.05. This was supported
by a strong correlation between leadership and attitude at .85 as compared with .37 with implementation of
performance management. A second model was therefore tested whereby leadership style were conceptualized to
influence attitude and in retrospect attitude affect implementation of performance management. The standardized
regression between attitude and performance management directly was .41. The study established that leadership
style influence attitude which, in turn, determine employee relationship with the implementation of performance
management framework. It was therefore recommended that, to effectively manage the implementation of
performance framework, an organization should put in place: the right strategies which can position the
organization well and allow all the concerned parties execute their duties to great heights.
