Influence of human resource practices on performance of part time lecturers in public universities in Kenya: a survey of rongo and kisii universities

Abstract

In Kenya, public universities employ a large number of part-time lectures due to shortage of full time lectures. However studies have shown that part-timing can be counterproductive. Factors that have led to increased usage of part time lecturers are that they less costly and flexible. According to the Commission for University Education, the universities should adopt and practice prudent human resource practices. Previous studies in Kenya have not explored the issue of part time lecturers. This study aimed at investigating the influence of human resource practices on the performance of part-timers in Rongo and Kisii Universities. Specifically, the study sought to establish the influence of recruitment and selection, training and development and employee compensation of part time lecturers. This study was guided Goal-setting theory, Expectancy theory, and Human Capital theory. Empirical review was done in line with the study objectives. The study employed a descriptive cross-sectional survey design. The target population comprised of 740 part-time lecturers across all schools at Rongo and Kisii Universities. Using Taro Yamane statistical formulae for determining sample size, the tabulated sample comprised of 260 respondents who were proportionately allocated based on the schools in the respective universities. The study collected primary data using a closed ended questionnaire based on a 5-point Likert scale. The validity and internal consistency of the questionnaire was ascertained by Cronbach Alpha method which ascertained 0.7. The data collected was analyzed by use of Statistical Package for Social Sciences (SPSS). Descriptive statistics were analyzed by using regression, correlation and anova, mean and standard deviation. Inferential statistics were analyzed thematically. Regression analysis was undertaken to determine the influence of each variable and their combined influence on performance of part time lecturers. The results were presented on pie chart, bar chart, percentage and tables. The study established that compensation (r = 0.444) and recruitment and selection (r = 0.318) positively influenced performance of part-time lecturers. Further, it was established that employee training and development of lecturers (r = 0.070) had insignificant influence on performance of part-time lecturers. The R2 value of 0.63362 implied that 63.36% of the variations in performance of part-time lecturers could be explained by the variations in independent variables. The study concluded that the influence of recruitment and selection on performance of part time lecturers in Rongo and Kisii Universities had positive influence; the influence of training and development on performance of part-time lecturers had the least positive influence on performance of part timers; influence of employee compensation on performance of part time lecturers had positive influence. While training and development had the least positive influence on performance of part-time lecturers. The study recommends that on recruitment and selection on performance of part time lecturers in Rongo and Kisii Universities the universities should establish effective and structured recruitment and selection processes. On the influence of training and development the study recommended induction programs for part-time lecturers to align skills and experiences with university routines objectives. On employee compensation on performance of part time lecturers in Rongo and Kisii Universities the study recommended development and implementation of competitive compensation packages.