Influence of Human Resource Management Practices on Teachers’ Commitment in Public Secondary Schools in Narok North Sub-county: a Case of Teachers’ Service Commission

Abstract

This study aimed at determining the influence of human resource management practices on teachers‟ commitment in public secondary schools in Narok North Sub-county taking a case of Teachers Service Commission (TSC). The study was guided by four key objectives which include: To examine the influence of the Teachers‟ Service Commission Compensation System, Performance Appraisal, Promotion Procedure and Code of Conduct on teachers‟ commitment in Narok North sub-county. The study utilized a descriptive survey design in which 154 teachers employed by the Teachers Service Commission and 23 principals of public secondary schools in Narok North Sub-county were sampled. The research instruments included a questionnaire for teachers and an interview schedule for principals which were self-delivered by the researcher, filled and analyzed using descriptive statistics including frequencies and percentages which were presented in form of tables, bar graphs and pie-charts. The study found that a vast majority of teachers find their salary inadequate for their needs. They are forced to seek alternative sources of income to bridge the gap which negatively impact on their commitment. Teachers believe that fringe benefits have a high impact on their commitment. A majority of respondents at feel that the retirement benefits are inadequate. On the Performance Appraisal, a high proportion of teachers feel that the online system is not efficient. Teachers reported performance appraisal enhanced lesson attendance. A high percentage of the teachers reported minimal disagreements on appraisal rating which indicates harmony during the appraisal exercise. The appraisal system was reported to stimulate learning and professional development among of the respondents enhancing commitment. The study observed that a good number of teachers have stagnated in the same job group for between 4 to over17 years. Teachers pointed out that the promotion criteria used by TSC does not enhance teacher commitment. On the TSC Code of Conduct, a large number of teachers agree that awareness of the code enhances teacher commitment. A majority of principals reported that they have not had any indiscipline incidences among their teachers that necessitate disciplinary action. A majority of teachers observe that their adherence to the code of conduct has enhanced their commitment to their teaching responsibilities. The study recommends enhanced compensation, financial literacy programs, improved fringe benefits, medical benefits and retirement benefits. It also recommends improved internet access to complete online appraisal, prompt promotion when due, all inclusive promotion criteria and sensitization of teachers on the code of conduct. The study suggest further research on other human resource management practices to determine their influence on commitment as well as replication of the study in other areas as the findings cannot be generalized