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HUMAN RESOURCE MANAGEMENT PRACTICES FOR QUALITY EDUCATION DELIVERY IN UNIVERSITIES IN SOUTH EAST NIGERIA


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HUMAN RESOURCE MANAGEMENT PRACTICES FOR QUALITY EDUCATION DELIVERY IN UNIVERSITIES IN SOUTH EAST NIGERIA


ABSTRACT
Human resource management is fundamental to quality education delivery in
universities. This is due to the fact that for a university to deliver quality
education, its human resources must be effectively and efficiently managed.
However, there have been claims that universities are not delivering quality
education as a result of the ways in which they manage their human resources for
quality education delivery which were not yet known. The general purpose of this
study, therefore, was to investigate the human resource management practices for
quality education delivery in universities in South East Nigeria. Seven research
questions and four null hypotheses guided the study. The study adopted a
descriptive survey research design. The population of the study consisted of 831
subjects. This figure was made up of 677 heads of units that include 115 Deans,
501 Heads of Departments and 61 Directors; and also 154 Senior Administrative
Staff who are at the rank of Senior Assistant Registrar and above in the ten
universities in South East Nigeria. The entire population was used for the study
due to its manageable size. A 50-item questionnaire was the instrument developed
by the researcher and used to collect the required data for the study. The
instrument was validated by three experts and tested for reliability using Cronbach
Alpha method. The data collected from the respondents were analyzed using
means, standard deviations and t-test statistic. Some major findings of the study
were that: job vacancies are neither determined through staff audit nor widely
advertised in the media, applicants for jobs are not duly invited for interview and
the most qualified applicants are not selected to fill vacant positions in the
university. Also, there is irregular in-service training programme for staff and
seminars are not regularly organized for staff, among others.
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CHAPTER ONE
INTRODUCTION
Background of the Study
University is the highest level of every educational system and it is a major
vehicle for economic and social development. According to the Federal Republic
of Nigeria (2004), the mandate of the university is to teach and develop high level
relevant manpower, conduct research for development and provide community
service. Moreso, the vital role of the university in national development has been
highlighted. According to Onokerhoraya and Nwonye (1995), universities are
responsible for equipping individuals with the advanced knowledge and skills
needed for positions of responsibility in government, business and other
professions. This means that universities are expected to produce high level
manpower that can respond positively to the nation’s goals and aspirations.
The achievement of the above laudable goals of a university depends to a
large extent on availability of resources and their proper management. Hanson
(1995) defined a resource as simply whatever that can be used to perform an
educational function and realize an educational goal. To Adedeji (1998), resources
are the things invested into the educational system with a view to achieving
educational aims and objectives maximally and at a reduced cost.
Based on the above definitions, one can deduce that resources are the vital
inputs made into the educational system for the achievement of the specified
educational aims and objectives.
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