Abstract

This paper focus the effect of Compensation Management on Employees Performance in the Manufacturing Sector, a case study of a Covid-19 Organization stays at home feeding programme in Nigeria. The aim of the study was to establish the effect of compensation strategies on employee performance: a case study of Mombasa Cement Limited. The study utilized three research objectives. The first being to determine the effect of salary on the performance of employees, secondly, to find out the effect of benefits on the performance of employees and to establish the effect of recognition on the performance of employees. Primary and secondary sources were used. The use of questionnaire was employed to gather necessary and relevant data from the respondents. The methods were used in order to minimize the problems associated with data collection and to ensure that the results are visible and bias free as expected. The data was analyzed using inferential and descriptive statistics. The descriptive statistics involves frequency table, Likert scale while the hypotheses were tested using Analysis of Variance (ANOVA).The results of the findings show the f-statistics of 32.222 which implies that the model is statistically significant. It shows that there is a significant relationship between good welfare service and employees performance. The f-statistics of 12.052 shows that the model is statistically significant. This shows that there is a significant relationship between compensation management and improved productivity. The f – statistically of 11.237 shows that the model is statistically significant. It shows that is a significant relationship between compensation management and employees performance. From the results of the study, it can be concluded that there is a significant relationship between good welfare service and employee’s performance. More so, there is a significant relationship between compensation management and improved productivity. Aside from these, there is a significant relationship between compensation management and retirement of staff. Conclusively, there is a positive significant relationship between compensation management and employee’s performance.

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