The Human Resource Department is key in facilitating the attainment of the Hospital vision and mission. The Department is committed to providing a supportive environment that contributes towards building relationships and a better working culture. Our vision of becoming a centre of excellence in the provision of specialized health care services, training and research hinges on having on board qualified and dedicated staff. The department strives to enable staff to attain their full potential through adequate support and provision of training opportunities.
To enable the Hospital attain its aims and objectives, the department ensures:
(1) Recruitment and development of staff that have the expertise and integrity to offer quality services.
(2) Ensure high standards of service provision by enhancing morale of staff through counseling, continuing Medical Education (C.M.E.) programmes, observing participatory management principles and carrying out staff training and development.
(3) Ensure that management policy and programs are in line with the current legislation relevant to labour provisions, hiring, occupational health and safety and human rights.
(4) Implement equitable polices on staff welfare

Staff Strength
The Hospital has a total workforce of 2135 of different cadres, training, qualification and expertise/specialities distributed in the various departments and units on either permanent, contract, or casual/locum employment.

Staff Training and Development
The Hospital policy is to offer training opportunities to all staff. The main objective is to improve as well as assisting employees gain competence in their fields of work. Employees are considered through the staff training and development committee for further training in various colleges tenable locally and abroad. Broadly, staff going for further training are granted: - paid Study Leave/full sponsorship, paid study, leave or partial sponsorship, paid study leave/self sponsorship and unpaid study leave. Training projections are prepared by the departmental training committees for consideration by the Staff Training and Development Committee.

Pension Scheme
The institution operates an occupational pension scheme. The hospital has since moved from defined benefit to a defined contribution scheme. The scheme is managed by a Board of Trustees. As the sponsor of the scheme the Hospital contributes 14% whereas employees contribute 6% of basic salary. The benefits payable are: pension on normal retirement, pension on retirement due to ill health, dependant pension, and early retirement pension

MTRH Referral SACCO
It was registered on 25th April 2002 as a Savings and Credit Society. The society has grown and currently has 550 members. It offers the development loans, school fees loans/other emergencies, and instant loans.

Hospital Wide Benevolent Fund Scheme
This is an Hospital benevolent fund contributed by all members of staff on probation/permanent and contract Terms of Service.  This Fund was set up purposely to augment the benefits provided by the employer and other welfare groups in cases of bereavements.  The Fund became operational with effect from 1st November 2006 and the benefit is limited to loss of:-

• Staff (self)
• Spouse
• Biological/legally adopted children
• Biological parent

Every member of staff contributes Ksh. 20/= in event of loss of a parent or child and Ksh. 50/= for staff or spouse through salary deduction.

Thanks to all MTRH employees for supporting our bereaved colleagues.

Performance Appraisal System
The Performance Appraisal System is a critical component of the overall Human Resource function and is predicated upon the principle of work planning, setting of agreed Performance targets, feedback and reporting.  The overall objective of the appraisal system is to manage and improve the performance of MTRH services by enabling a higher level of staff participation and involvement in planning, delivery and evaluation of work performance.

As a result of the wider Public Service reform initiative, the appraisal tool (GP 47 2006) was revised to make it more relevant and to allow monitoring and subsequent evaluation of individual performance.  The revised appraisal form allows negotiation of agreed targets, continuous monitoring, identification of training needs, mid and end year appraisal.

The performance appraisal system shall apply to all categories of the hospital employees and shall run from 1st July to 30th June of every year.