INFLUENCE OF RECRUITMENT AND SELECTION ON RETENTION OF TEACHERS SERVICE COMMISSION SECRETARIAT STAFF IN BUSIA COUNTY, KENYA
DOI:
https://doi.org/10.47604/jhrl.1425Keywords:
Recruitment, selection, employee retention, secretariat staff.Abstract
Purpose: Employee retention has been a key source of competitive advantage as well as achievement of business goals and objectives. Employee turnover can have a detrimental influence on the implementation of business strategies and eventually lead to productivity reduction. The secretariat staff labour turnover at the Teachers Service Commission (TSC) has for years increased and this has affected the overall performance at the TSC since qualified employees with experience leave the TSC yearly. For example, in 2018, the recorded turnover of employees was at 20% and the efficiency of TSC fell by 5%. The purpose of the study was to establish the influence of recruitment and selection on retention of Teachers Service Commission secretariat staff in Busia County, Kenya.
Methodology: Human Capital and Motivation theories served as the foundation for this study. In this study, a descriptive research design was used. The target population was115 employees working at the TSC in Busia County as secretariat staff. The sample size was 115 according to Slovins, (1980).
Findings: The findings revealed that recruitment and selection had a positive significant effect on retention (β=.408, p<.05). The study concluded that HRM practices have a positive influence on employee retention.
The output of the research may be utilized by the Department of HRM practices at the TSC Kenya, by employers, academicians, employees, trade unions, HR practitioners, Ministry of Labour in the formulation of a systematic process of ensuring employee retention at work places. The outcome may also lead to efficient and effective service delivery as well as proper utilization of resources by all the departments at the TSC offices in Kenya.
Downloads
References
Ali, A. J. (2010). Islamic challenges to HR in modern organizations. Personnel Review.
Armstrong, M. (2009). Armstrong's handbook of performance management: An evidence based guide to delivering high performance. Kogan Page Publishers.
Blake, D. M. (2009). Creating generationally specific engagement strategies based on need satisfaction (Doctoral dissertation, Capella University).
Brown, S., McHardy, J., McNabb, R., & Taylor, K. (2011). Workplace performance, worker commitment, and loyalty. Journal of Economics & Management Strategy, 20(3), 925-955.
Busia County, K. (2018). Teacher Demand Driven Policy: Implications on Retention and Equity in the Distribution of Teachers in Secondary Schools in. management, 9(32).
Creswell, J. W. (2003). Educational research: Planning, conducting, and evaluating quantitative (p. 676). Upper Saddle River, NJ: Prentice Hall.
Duncan, G. (2008). Employees Turnover and organization Profitability. Journal of Human Resource Management, 12.
Edward, C. (2010). Cost of Employees Turnover. Journal of Management, 22.
Ekabu, P. K. (2020). Professional Development Opportunities as a determinant of Turnover Intention: A case of teachers in Public Secondary Schools in Meru County, Kenya. Technium Soc. Sci. J., 11, 36.
Ekwobaet(2015). Influence of promotional prospects on turnover intentions of public secondary school teachers in Meru County. European Scientific Journal, 14(25), 27-36.
Fredrick, P. (2010). Employees’ turnover repercussions. Journal of management, 6.
Irungu, L. N., Njongoro, M., &Kariuki, E. (2019) Influence of recruitment and selection approaches on staff retention in faith- based organizations: A case of ACK Kibera paper project, Kibra Sub-County in Nairobi County.TheStrategic Journal of Business & Change Management, 6(1), 1 – 16.
Kothari, C., &Garg, G. (2014). Research methodology: Methods and Techniques, Third edit. ed. New age international (p) limited, publishers.
Maxwell, F. (2010).Employees’ Turnover and organization efficiency.Journal of Personnel Management,18.
Ntiamoah, E., Abrokwah, E., Agyei-Sakyi, M., Opoku, B., &Siaw, A. (2014).An investigation into recruitment and selection practices and organizational performance. International Journal of Economics, Commerce and Management, 2(11), 1-11.
Owoyemi, O. A.,Oyelere,M.,Elegbede,T.,&Gbajumo-Sheriff, M.(2011). Enhancing Employees’ Commitment to Organizations through Training.International Journal of Business and Management, (9)10-15.
Paul BattaglioJr, R., &Condrey, S. E. (2009). Reforming public management: Analyzing the impact of public service reform on organizational and managerial trust. Journal of Public Administration Research and Theory, 19(4), 689-707.
Phillips, J. J. (2009). Accountability in human resource management: connecting HR to business results. Routledge.
Premeaux, P. (2000). Employees’ Turnover and organization efficiency. Journal of Management, 10.
Ramki, S. (2015). Effect of recruitment and selection practises on retention of teachers in international.
Samuel, M. O., &Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African journal of business management, 3(9), 410-415.
Sutanto, E.M., &Kurniawan, M. (2016).The impact of recruitment, employee retention and labor relations to employee performance on batik industry in Solo city.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Esther Tawarar, Dr. Sylvia C. Sirai, Dr.Victor Lusala Aliata
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work’s authorship and initial publication in this journal.
