Influence of Strategic Human Resource Management Practices on Performance of Public Universities in Kenya

Purpose: The objective of the study was to determine effect Strategic Human Resource Management Practices (SHRMPs) on performance public universities.
 Methodology: This essentially guided by Based Theory, as exemplified philosophical inclination positivist ontology. research used a descriptive design, in census approach. target population were all universities Kenya. Data collected from 31 Kenya with aid self-administered questionnaire. Out 117 questionnaires that distributed, 110 returned and found be usable providing 71% response rate. Descriptive statistics linear regression analyses analyze data.
 Findings: main finding indicated there statistically significant relationship between bundle SHRMPs (rigorous recruitment, staff training, reward management management), hypothesis do not have an determined tandem Theory (Barney, 2001), which, among other points emphasis, stresses centrality leveraging people key resources enterprise. also resonated empirical literature, including Al-Khaled & Chung (2020), who entities which adopted strategic human resource practices able sustainably improve their performance, Mathushan Kengatharan (2022), practices, consisting rewarding did positively impact organizational performance.
 Unique Contribution Practice Policy: this study, SHRM significantly influence universities, are arguably expansionary (RBT), proponed Barney (2001). Although does directly address elements it postulated business needed focus internally activate resources, most important one is resource. It enables such achieve competitive advantage operations, given mobilizes, creates value within enterprise.
 In respect, therefore, follows every intervention made towards creating enhancing capacity, including, conceptualized study; rigorous them strategically managing count, contribution consequently, activating essential asset, More directly, finding, regarding positive has implications respect that, ought take deliberate measures determining selecting appropriate SHRMPs. Such according expected valuable, inimitable, rare may substitutable, ensuring like any organizations, markets. further corroborated findings Sagwa, K’Obonyo Ogutu (2014), averred investing crucial promoting performance. 
 considered opinion influenced Kenya, constituted new knowledge, at least, extending well adding literature regard practices. Furthermore, made, more than likely relevant beyond sub-sector, probably include entire sector and, indeed, organizations general. To end, therefore; managers, HR departments, units private entities, practitioners, policy makers HR-oriented sector, community researchers related disciplines, find useful. particularly considering study’s recommendation identify adopt bundles would reliably enable attain sustain levels