Effect of Performance Management on Employee Performance at Teachers’ Service Commission, Kenya

Teachers Service Commission (TSC), Kenya has been implementing performance management besides transactional rewards since 2005 to enhance quality and cost effective services. Performance management ensures performance quality improvement while transactional rewards improve efforts and productivity of employees. However, efficiency and quality of services is low compared to other state corporations as evidenced by approximately 5000 teachers who visit its head office per month to solve their work-related problems. Literatures on employee performance enhancement have focused on performance management in relation to organizational performance and employee productivity without disaggregating the same to give specific policy recommendations regarding employee performance.This study thus sought to determine the effect of performance management on employee performance at TSC, Kenya. It was anchored on Goal setting theory and adopted correlational research design. The study population was 1200 employees out of which a sample size of 291 was taken. Individual respondents were drawn through Cluster sampling technique. Primary data were collected using structured questionnaires. Pearson correlation was used to obtain association between the study variables while multiple regressions were used to establish the magnitude and direction of effect of performance management. The study revealed that performance management (B=0.444,p=0.000), significantly and positively predicted employee performance. This implies that performance management significantly affects employee performance. Study concludes that performance management has significant positive relationships with employee performance. Thus, TSC Kenya should affect more of it to enhance employee performance. This finding may add value to existing knowledge in employee performance enhancement strategies and human resource management policy formulations by the TSC