CONTROL SYSTEM AND PERFORMANCE METRIC AT THE TEACHERS SERVICE COMMISSION-KENYA

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.