Influence of teachers service commission human resource management practices on teachers commitment in public secondary schools in Tetu Sub County, Nyeri
Abstract
The aim of this study was to investigate the influence of TSC human resource
management practices on teachers’ commitment in Tetu Sub County, Nyeri.
Specifically, the study was guided by the following objectives: To examine how the
Teachers Service Commission rewards systems influence teachers’ commitment in
Tetu sub-county; to determine the influence of Teachers Service Commission
performance appraisal on teachers’ commitment in Tetu sub-county; to establish how
Teachers Service Commission teachers evaluation function influence teachers’
commitment in Tetu sub-county and lastly to determine how Teachers Service
Commission promotion function influences teachers’ commitment in Tetu subcounty.
This study adopted a descriptive survey research design, the target
population comprised of all the 12 principals and 191 teachers from which 133
teachers and principals were selected. The study used a self-administered
questionnaire to gather primary data. Internal consistency method was determined
using Cronbach’s Alpha and lastly quantitative data was analyzed through
descriptive statistics using frequencies and percentages. The study revealed that
teachers who have high career aspirations view their jobs as preparation for higher
jobs. The study showed that TSC’s teacher performance appraisal (TPA) system for
new and experienced teachers is designed to: promote teacher development; provide
meaningful appraisals of teachers’ performance that encourage professional learning
and growth; identify opportunities for additional support where required; and provide
a measure of accountability to the public. The findings revealed that teachers’
evaluation has substantially improved instruction or expanded student learning thus
improving teaching commitment. The study concludes that majority of the teachers
believes if they work hard they would be promoted to a higher rank, promotion is
done on merit, teachers who have high career aspirations view their jobs as
preparation for higher jobs and evaluation processes carried out by TSC reflects what
is needed to change to enhance commitment in teachers for more students to succeed
and teachers appraisal determines contract renewal and career progression The study
recommends that TSC should implement a systematic, effective, and sustainable
teacher supervision and evaluation process that enhances commitment in teachers.
Also the study recommends that evaluation processes carried out by TSC should
reflects what is needed to change to enhance commitment in teachers for more
students to succeed. This study recommends that TSC should continue carrying out
performance appraisals to improve teachers’ commitment and productivity. This is
because poor performing employees are identified during the evaluation cycle and
given feedback on how to improve. They might also undertake some developmental
activities for example, training in order to rectify performance. The study also
recommends that TSC should ensure that the promotion procedures put in place are
fair, TSC should implement systematic effective and sustainable teachers’
supervision and evaluation process that enhances commitment in teachers and the
government reward system should be re-evaluated to make teachers committed to
their profession.
Publisher
University of Nairobi
Description
Master of Education in Corporate Governance
Collections
- Faculty of Education (FEd) [6020]