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>
Highlights
Human resource management (HRM) practices comprise policies, systems and methods that affect employee performance, behaviour and attitude (Noe et al, (2007)
The study found that all private secondary schools studied practiced good human resource practices like advertisement of teacher vacancies whenever vacancies arose, establishment of teacher training and development programs, establishment of teacher reward system as well as teacher orientation before allocation of duties
From the findings of the study, it is clear that private secondary schools consider the teacher recruitment process to be one of the very important human resource management processes
Summary
Human resource management (HRM) practices comprise policies, systems and methods that affect employee performance, behaviour and attitude (Noe et al, (2007). They are the processes or functions used to manage workers and direct them in an organization towards development. It involves the efficiency and effectiveness utilization of manpower in a business entity. Previous studies discovered that intense involvement in human resource management practices like regular employee appraisals, compensation schemes, provision of training and development, and regular feedback can significantly enhance organizational performance and employee commitment (Meyer & Smith, 2004). Employees who are not satisfied by their work environment may cause challenges to an organization (Syed et al, 2012)
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