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

Abstract

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.