skip to Main Content
Contact Via WhatsApp: +44-7425-498461          Email:         

Impact of Short Term Employment Agreement in an Organization: A Case of Kenya Forest Service

1. Introduction:

This report is about the issue related with the impact of Short Term employment on an organization.The report deals with the case of Kenya Forest Service which significantly had large number of short term employment agreement with their employees.

  • Aim of the Research Work

The primary aim of this research is to find out the effects of short term employment agreement on an organization and to exemplify the situation, the case study of Kenya Forest Service is concerned.

1.2 Objectives of the Research Work

The primary objective of the researchis to study the special effects of short term employment on a business and the performance of any organization. Other objectives follow as:

  • To detect the effect of short term agreement on the employees providing short term services.
  • To study how short-term agreement affects the performance of employee and the ultimate performance of organization.
  • To study how Kenya Forest Service is facing the effects of short term services.
  • To elaborate the existing trends in human resource management of Kenya in the context of short term service.

1.3 Hypothesis

H0: Cost decrease does not actually direct the use of short term employees in Kenya Forest Services.

H1: Services outsourced at Kenya Forest Service do not create considerable pressure on short term constricting of employees.

2. Literature Review:

2.1 Introduction:

This chapter further assesses the information from other researchers who have agreed up on their investigation in the same field of reading. The research exactly deals with the short term employment, human resource policies, and the chapter summary that summarizes the effects of short term employment.

2.2 Short term employment:

Short term employment is implied to include short term employees who are either enrolled by short term consultants working on behalf of employer for short period of time oremployed directly by the corporation.(Bratić and Vukšić, 2014).The workers appointed for short term employment works according to the contract made between them and the company that further regulate their working criteria.

2.3 Human resource policies: Human Resource Policies include the rules that government how the matters of the workplace should be addressed so that it should not affect the organization while respecting the employment laws.According to Dambrun and Dubuy, 2014, there are different situations under which a company regulates the work so a company can expand an individual place for strategies of human resources.

2.3 Chapter Summary:

This chapter deals with the policies followed by companies to maintain their regulatory in work and also the relationship among their employees. It focuses on the effect of short term employment on the working efficiency of the organization.

3. Research Methodology:

3.1 Research Design

Research Design forms an essential part of research that plans the survey for data collection and help to attain an idea regarding the steps to be followed for the completion of the research work. In this report a person, team or organization has been examined in deep to decide the issues regarding the current position of the report.

3.2 Research Philosophy

The researcher will focus on the positivism part and will also detect the two central factors regarding the case of Kenya Forest Service –effect of short term employment on the organization and the policies adapted by the organization due to which a liberty is there for the workers that is helping them to work in a stress free environment.

3.3 Data Collection Method:

Questionnaire method was used to collect information from different respondents. The researcher guarantees that all the questions of the questionnaire were established and reply from the respondents were achieved by maintaining a register of questionnaires.

3.4 Sample size

The two main clusters of sampling methods, i.e. probability and non-probability sampling methods were used. According to Krausert, 2013, a suitable sampling engages a group of population willingly.

3.5 Research Ethics

The moral values and ethics were maintained while conducting questionnaire. The learning of the researcher was based on an unpaid foundation and the researcher attempt to provide high vision to the respondents. The collected primary data was not tailored and was handled while maintaining privacy.

3.6 Limitation

The limitations that came in the path of concluding the research was to deal with the safety of the valuable time of the employeesand the local circumstances of the organization.


Bratić, V. and Vukšić, G. (2014). Fixed-Term Employment During Transition. Eastern European Economics, 52(6), pp.57-76.

Dambrun, M. and Dubuy, A. (2014). A Positive Psychology Intervention Among Long-Term Unemployed People and Its Effects on Psychological Distress and Well-Being. Journal of Employment Counseling, 51(2), pp.75-88.

Druss, B. (2014). Supported Employment Over the Long Term: From Effectiveness to Sustainability.AJP, 171(11), pp.1142-1144.

Homberg, D. and Heine, D. (2014).Motivation in public sector organizations – introduction to the special issue. Evidence-based HRM, 2(1).

Jaupi, F. and Llaci, S. (2015).The Impact of Communication Satisfaction and Demographic Variables on Employee Engagement. JSSM, 08(02), pp.191-200.

Krausert, A. (2013). HRM Systems for Knowledge Workers: Differences Among Top Managers, Middle Managers, and Professional Employees. Human Resource Management, 53(1), pp.67-87.

Schott, C. and Pronk, J. (2014).Investigating and explaining organizational antecedents of PSM.Evidence-based HRM, 2(1), pp.28-56.


WhatsApp: +44-7418-404967
Back To Top
×Close search