Influence of Human Resource Cultural Diversity Management on Performance in Non-Commercial Government Agencies In Kenya: A Case of the United Nations

A Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA)The general objective of the study was to establish the influence of human resource cultural diversity management on performance in non-governmental agencies in Kenya a case study of United Nations. The research questions were as follows: What is the influence of cultural diversity recruitment practices on performance of non-commercial government agencies in Kenya? What is the influence of cultural diversity retention practices on performance of non-commercial government agencies in Kenya? What is the influence of diversity in training practices on performance of non-commercial government agencies in Kenya? The study used a descriptive research design and used questionnaires to obtain relevant information from the respondents. The target population consisted of 283 members at the United Nations offices in Gigiri. Stratified sampling technique was used. The sample size was 85 respondents and only 50 responded this was sufficient. A structured questionnaire was used as the data collection instrument. The data was then analyzed using percentages and frequencies as well as Pearson’s correlation, and regression techniques. Data was analyzed using SPSS and presented in figures and tables. The findings of the study on the influence of cultural diversity recruitment practices on performance at the UN showed that fairness and equality in practices for selecting and recruiting was a major factor to be considered in employee performance. It is more important when it comes to the methods of recruiting and selection. Ability to deliver other than any other reason should be the reason for hiring candidates. This study also revealed that the need to hire underrepresented groups like the disabled, women among others to mention but a few, having a diverse leadership team goes a long way in spearheading and implementing diversity management in an organization while reflecting well on society and this encourages better performance for all skills are exploited. The findings of the study on the influence of cultural diversity retention practices on performance at the UN revealed a desire among employees for acknowledgement, recognition, appreciation and fortunately for the organization, diversity is a non-issue and is very much welcome. The findings further revealed that many embrace diversity and would even prefer to work in a multicultural environment in case they were to leave the UN and this is a sign of job satisfaction to a good extent. The findings of the study on the training and how it affects cultural diversity performance of the UN showed significant concerns for diversity in human resource management decisions. Majority of the respondents agreed that conducting surveys on diversity has a capability of improving the diversity climate and job satisfaction. Majority also agreed that the UN offers equal opportunities for job training and career development skills which are vital in employee satisfaction. It was also revealed that performance evaluation is conducted fairly for the different groups and all are given promotions fairly and equitably which commendable and helps in team building. In conclusion, the study revealed that cultural diversity in recruitment influences staff performance and the United Nations has done a good job of recruiting employees from various backgrounds, employing underrepresented groups of people like women, the physically disable, having a diverse board of directors and leadership team. The UN has made steps to guarantee free and fair training practices among the various groups. . Above all training in an organization is key to gaining the competency skills needed for proper management of employees and to help them reach full potential by improving recruitment and eventually reducing turnover. The study recommends that during recruitment of new employees, UN should take into consideration the competence and skills these individuals possess in order to enhance productivity and efficiency in the company such that issues of discrimination based on cultural matters do not take center stage. Further, the study recommends the rewarding of longtime customers to enhance the relationship bond between the customers and the organization by offering bonuses, study leaves, insurance packages among others. Finally, the study recommends UN should figure out what result it is trying to accomplish with the training program while at the same time ensuring Equal Employment Opportunity (EEO) and Affirmative Action (AA). Further studies need to be done to determine difference in the retention, recruitment and training among generation X and Y