Influence of teachers service commission human resource management practices on teachers commitment in public secondary schools in Tetu Sub County, Nyeri
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.