Abstract: This study assessed the role of human resources management (HRM) practices in enhancing students’ performance in public and private secondary school in Mbulu district. The objectives of the study were, to investigate the influence of HRM practices on students’ performance in public and private secondary schools in Mbulu district and to identify the best HRM practices for enhancing students’ performance in public and private secondary schools in Mbulu district. This study adopted concurrent triangulation design and mixed-methods research design for a target population from 32 public secondary schools with 592 teachers and 32 head of schools; 7 private secondary schools with 147 teachers, 7 school heads, and one District Educational Officer (DEO) in Mbulu district. Stratified and random sampling was used to select 80 teachers while 8 heads of school and one DEO were interviewed. The university experts evaluated the instruments to determine content validity and the reliability test (TQ=0.91) was conducted by using Cronbach alpha. The collected, data were analysed using descriptive statistics in the SPSS version 25 and the result were presented in tables. The study found out that HR managers should focus on compensation and benefits that are competitive and attractive in retaining high-quality teachers and staff. Additionally, they should provide support to employees to ensure a smooth transition when necessary. In recommendation, the government and other stakeholders should support HRM for performance both in public and private secondary schools. Similarly, continuous evaluation and improvement of HRM practices based on feedback and self-assessment should also be prioritized.

Abstract: Performance of teachers is crucial in attaining the educational goals and it is the role of Human Resource Management (HRM) to ensure that teachers are motivated in carrying out their day-to-day teaching and learning activities. The study purposed to assess the effectiveness of HRM practices on teacher’s performance in public secondary schools in Arusha City. The practices include job promotion, housing facilities, loan, teamwork, recognition, in-service training, performance appraisal, lunch programme and incentives. Descriptive research design was used to collect both quantitative and qualitative data. A total of 130 respondents including 126 teachers and 3 school heads, selected randomly, and one district education officer automatically selected, were sampled for the study. Questionnaires were used to collect quantitative data whereas interview guides were used to collect qualitative data from school heads and education officer. Qualitative data were analyzed thematically alongside research questions and presented in narrative forms whereas quantitative data were analyzed using descriptive statistics and presented in tables. The findings indicate that new employees were subjected to induction and orientation, adapted to their new surrounding through socialization and subjected to training and development. Results finally indicated that effective human resource management through proper remuneration, training and retraining of staff, strong trade unions, good organization culture, friendly government prescribed policies, employees’ safety and improved working conditions increases job satisfaction, improves teachers’ commitment, motivates talents, improves employee’s relationships and cultivates performance culture. The study recommends regular workshops and short courses to help teachers keep abreast with trends in human resource management.