Control System And Performance Metric At The Teachers Service Commission-Kenya

ABSTRACT

Control System is a critical human resource management function intended to align

employee effort to organizational goals. A well designed and implemented Control

System has the potential of helping managers improve performance of employees.

The study examined the effect of Control System on performance Metric of the

Teachers Service Commission staff in Nairobi, Kenya. Components of Control

System studied were participation of employees, facilitation, measurement process

and feedback & review. The study had specific objectives: to determine the effect of

employee involvement on performance of Teachers Service Commission (TSC) staff;

to examine the effect of employee facilitation on performance of TSC staff; to

determine the effect of measurement methods on Performance Metric of TSC staff; to

assess the effect of feedback on Performance Metric of TSC staff and to examine the

moderating effect of organizational factors on the relationship between Control

System and Performance Metric. A descriptive approach to the study was adopted

where 341 members of staff from 7 departments of the Commission were involved in

the study. Primary data was collected by questionnaire and analyzed descriptively and

inferentially. The techniques applied in analysis were correlation and regression at the

0.05 level of significance. The results show that all the components of Control System

have positive and significant coefficients implying they are directly related to

Performance Metric at the Commission. Participation of employees, feedback, and

review require most urgent attention since their score was below average. Facilitation

and measurement were found to be acceptable. However organizational factors

studied did not contribute significantly to the relationship between Control System

and Performance Metric. Therefore it is recommended that the Commission direct its

focus on Control System that involves employees in setting goals, objectives and

standards expected in order to improve commitment and performance. In addition,

feedback and review communication need to be fast tracked to enable employee know

how well they performed and the necessary areas they need to adjust in.