Human Resource Management Practices and Performance of Selected Public Secondary Schools in Nairobi City County Kenya
Wangila, Catherine N.
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Education sector in Kenya has visions and missions that revolve around performance. The study aimed at establishing the influence of human resource management practices on performance in selected public county secondary schools in Nairobi City County, Kenya. The specific objectives of the study were to determine the influence of employee training, rewarding system, employee participation and employee teamwork on performance in selected public secondary schools in Nairobi City County, Kenya. There were three theories which guided the study which were; Best fit theory, the institutional theory and resource-based view theory. The study employed a descriptive study design. The target population for the study was 1300 teachers comprising of principals, H.O.Ds, subject heads and senior teachers from 52 public county secondary schools in Nairobi City County. The study used stratified random sampling method. The sample size was 297 respondents. The study utilized primary data which was gathered by using questionnaires. A pilot study was carried out with 30 respondents. The respondents were not included in the sample. The researcher used content validity. It used Cronbach’s alpha formula to test reliability, with value of 0.7. Reliability offers a measure of the internal homogeneity and consistency of the items encompassing the scale. Qualitative data was analyzed by use of content analysis. The quantitative data gathered was analysed by descriptive statistics that is measure of central tendency; inferential statistics that is linear regression analysis and multiple regression with the help of Statistical Package for Social Sciences (SPSS) version 21. The results were presented utilizing tables, frequencies and percentages. The study found a significant positive relationship between employee training, participation, reward systems and teamwork on performance of schools. On employee training, the research concludes that training directly enhances staff effectiveness and productivity by staying up-to-date with fresh technology and thus making better use of current technology. The research concludes that involving staff in certain choices makes them feel more positive about their employers because they think that their views are appreciated. The research concludes on rewarding schemes that an efficient system of reward outcomes in satisfied, involved and productive teaching staff, which in turn generates required school performance and results. The research concludes on employee teamwork that a powerful teaching team understands the goals of the institution, including their long-term and short-term strategies. On employee training, the research proposes that the school management establish periodic training and growth programs capable of increasing the teaching staff's abilities, morality and efficiency. On employee participation, the research proposes that school leadership should adopt board-level teaching personnel representation in order to safeguard their interests, teachers' involvement through collective agreements, and by deciding on and following certain guidelines and regulations. On reward systems, the study recommends that depending on individual circumstances, the performance rewards can include compensation, benefits and perks, recognition and appreciation. On employee teamwork, the research proposes that school leadership lead by example, create confidence and respect by leading them in the correct direction, promote socialization by giving team members time to get to understand each other on a more personal level in order to improve mutual confidence, respect and comprehension, enable team members to talk openly, share thoughts, create suggestions and voice their ideas.