Effects of Recruitment and Selection and Performance of Private Secondary Schools in Nyeri County, Kenya

Abstract

<p>Human resource management (HRM) practices entail policies, systems, and methods that govern workplace employees. They are the processes or functions applied to manage workers and direct them in an organization towards development. Some of the HRM practices include recruitment, screening, selection, development, training, and rewarding of staff. A number of studies to investigate the interaction between HRM practices and organizational performance have been conducted. Many of these studies have been done in the manufacturing or health sectors, with very few having been carried out in private secondary schools. This background is what has necessitated this study in order to investigate the effect of human resource management practices on the performance of private secondary schools in Nyeri County, in Kenya. The objectives of the study were to determine the effect of recruitment, staff development and reward practices on organizational productivity and performance. The study used four theories i.e. Resource-Based View, the Social Exchange Theories, McGregor’s theory X and Y, and the Human Capital to support it. The study targeted a population of 440 subjects. This included principals and their deputies, departmental heads, and classroom teachers of the private secondary schools in Nyeri County. The study adopted descriptive research design. The study applied stratified random sampling technique to pick schools for the research. Interview schedule was used for collecting data from principals, while data from the teachers was obtained through the utilization of questionnaires. The reliability of instruments in this study was established through Cronbach’s alpha, while they were validated through content, construct, and discussion with the supervisor. Descriptive statistics were utilized in the analysis quantitative data with the aid of Statistical Package for Social Sciences (SPSS) Version 20 to generate them. Qualitative data was analysed by thematic analysis, content analysis and discussion. The findings of the study were presented in frequency distribution tables. </p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0886/a.php" alt="Hit counter" /></p>

Workplace Stress and Performance Behavior among Private Sector School Teachers

“…Workplace stress caused due to management practices of the schools and colleges report a substantial effect on performance of teachers (Wangui et al, 2016) supporting the ndings that teachers are often targeted with students' evaluation, intensive verbal communications, pursuance of disciplinary cases of students and student's curriculum matters results in teachers' frustration, reducing teamwork and creativeness, hence leading to reduced performance. Wangui et al, (2016) also report that family background related stress factors due to job workload performed by teachers at home arising family related issues, inappropriate remuneration, poor salaries and increments offered to the teachers making cost of living di cult demotivates teachers and create anxieties and turn over from the profession. These factors not only cause workplace stress in them but also the overall performance of teachers is in uenced negatively, resultantly the future of child education gets at stake.…”

“…Teachers at schools and colleges experience stress affecting their physical and mental health documenting that workplace stress is one of the main factors impacting their and the school or college success (Asaloei et al, 2020). Workplace stress caused due to management practices of the schools and colleges report a substantial effect on performance of teachers (Wangui et al, 2016) supporting the ndings that teachers are often targeted with students' evaluation, intensive verbal communications, pursuance of disciplinary cases of students and student's curriculum matters results in teachers' frustration, reducing teamwork and creativeness, hence leading to reduced performance. Wangui et al, (2016) also report that family background related stress factors due to job workload performed by teachers at home arising family related issues, inappropriate remuneration, poor salaries and increments offered to the teachers making cost of living di cult demotivates teachers and create anxieties and turn over from the profession.…”

Perceived occupational stress and associated factors among primary school teachers in the second wave of COVID-19 in Ethiopia: a multicenter cross-sectional survey

“…On top of that, OS is one of the major public and occupational health problems that lead to various symptoms such as anxiety, headaches, sleep disturbances, and irritability ( 28 ), as well as depression, frustration, hypertension, suicidal thoughts, and attempts ( 23 ), gastric illness, and cardiovascular manifestations ( 18 , 23 ). From an occupational health perspective, OS leads to chronic job absenteeism, poor performance, and high teacher turnover ( 29 ). According to literature from North Carolina, around 28% of teachers left the profession ( 30 ).…”