Comparative Study of Selected Human Resource Management Practices on Teachers’ Job Performance in Secondary Schools in Monduli District Council, Tanzania

Evaristo Pius Mvilli
Irkisongo Secondary School, Monduli.
Email: evaristomvili100@gmail.com

Kennedy Omondi Otieno¹ & Paul Raphael Kitula²
St. Augustine University of Tanzania (SAUT), Arusha.
Email: omondiken2016@gmail.com¹ &kitula07@gmail.com²

Abstract: The study investigated the influence of human resource management practices on teachers’ job performance in public and private secondary schools in Monduli District Council. It examined recruitment practices, and employee relations practices. The study was guided by Social Exchange Theory. The target population comprised of 649 teachers, 28 school heads from 16 public and 12 private secondary schools, one DEO and 20 WEOs. The sample included 100 teachers selected through stratified random sampling, while 5 school heads, five school managers, one DEOand 10 WEOswere selected purposively. Data were collected through questionnaires, interviews and documentary analysis. Reliability was tested using Cronbach’s alpha, whereby TQP=0.989 and TQPr=0.975. Trustworthiness of qualitative instruments was established through peer debriefing and triangulation.Quantitative data were analysed using descriptive statistics and linear regression through SPSS version 25. Qualitative data were analysed thematically. From the findings, recruitment practices significantly influenced teachers’ job performance (p < .05, R² = .341, β = .584). Employee relations practices significantly influenced teachers’ jobperformance (p < .05, R² = .242, β = .313). The study concluded that all five HRM practices influenced teachers’ job performance. The study recommends transparent recruitment, continuous training, fair appraisal, motivating rewards and positive employee relations.