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FUNCTIONS OF
HUMAN RESOURCES MANAGEMENT AND PUBLIC SECONDARY SCHOOL EFFECTIVENESS
CHAPTER ONE
INTRODUCTION
Background
to the Study.
Success in a
business is a function of many variables, including the quality of human resources
and infrastructural facilities available to the organization or institutions'
administrators to coordinate the various resources and activities of the
enterprise toward objective accomplishment through management.
A successful
coordination of institutional resources, both human capital and material
resources is significantly characterizes by the development and application of
strategic principles to the process of managerial decision making.
This
requires effective and efficient implementation of objectives and functions of
management and principles that underlie and facilitate effective coordination
and utilization of resources towards the accomplishment of an institution
objectives and mission statement.
Mankind
involvements in management processes are as old as the history of creation. For
instance, in African culture and traditions, it is learned in their existence
to organize themselves into small groups either hunting, farming, building
houses, fishing or dancing in the village square, with a group leader to direct
and shows others how to work towards the accomplishment of groups goals. Once
leaders are emerged and were accepted by the rest of the groups as their
leaders, they wielded power and authority over the rest of the group, this is an
aspect of management, hence it leads to attainment of specific group
objectives. Management is dynamic phenomenon in human existence, be it in
administration or institution.
Effiong,
(1995). Said that management may be defined specifically as the process of
getting things done through people by planning, organizing, directing,
co-coordinating and controlling and their activities for the purpose of
accomplishing objectives. Human resources is a major factor of production and
because of the unpredictable nature of human being, arises the need to
have a manager(s) to give direction and
manage every persons in an organization.
Organizational effectiveness , the capacity of an
organization to adopt, maintain itself, survive, and grow in the face of
changing conditions, depends to a considerable degree upon how effectively its
work force can be manage and utilized.
This is
because the human resources of an organization which comprise all individuals regardless of their role and
status, who are engaged in any of the organization's activities are its most
important and valuable assets.
Health field
(2014) asserts that human resources management (HRM) is the function within an
organization that focuses on the recruitment of, management of, and providing
direction for the people who work in an organization.
The HRM department members provide
the knowledge, necessary tools, training, administrative services,
coaching, legal and management advice, and talent management oversight that the
rest of the organization needs for
successful operation. They are charged with over sight responsibilities to
ensure that their organization appropriately build teams and inspires employees
empowerment.
Tracey
(2015) defines Human Resources as the people that staff and operate an
organization as contrasted with the financial and material resources of an
organization. Human resource is people who work for an organization in jobs.
Human
resources are considered eminent, to the fact that people are an organization’s
most important resources.
Tracey
(2015) contends Human Resources is also the name of the department or
functional area from which the employees provide HR service to the rest of the organization. People are an organization asset. Employees
must be hired, satisfied, motivated, developed and retained.
Human beings
or people need to be motivated or inspired towards successful implementation of
ideal process. A number of theories have been propounded by behavioral
Scientists on people behaviour towards carrying out responsibilities. One such
behavioural School of thought, Douglas McGregor (1960) propounded two theories
about the nature of human beings. These are theories Y and X.
According to
Douglas Mc Gregor (1960) the average person naturally dislikes work and will
avoid it if he can. Most people therefore need to be coerced, controlled,
directed or threatened with punishment to get them to work toward attainment of
organizational objectives.
Thus, people
have become a critical factor in the attainment of organization goals
because all the organizational
activities are determined by persons who
made up the organization, either willing
or coerced to work, without which infrastructural facilities used in the organization are unproductive on
their own except for human effort and direction, hence good organizational
structure does not guarantee enhance
performance and increased
productivity except with well managed human resources managers towards
achieving the goal of the organization.
However,
this is applicable to educational institutions and secondary school
administration.
In the
educational setting as an institution of teaching – learning process, teachers
are key factors in the school system.
The quality
of secondary school education depends on the teachers as reflected in the
performance of their duties and job satisfaction.
According to
Afe, (2001)Teacher have been shown to have
an importance influence on student academic performance and also play a crucial role in the
education set standards because the teacher is ultimately responsible for
translating policy into action and
principle based on practice
during interaction with students
The
responsibility of school administrators or managers in the area of human
resource management cover different aspects of
teachers matters, this include
appointment, promotion, retaining and
successful planning to ensure that
teachers are given opportunities for professional development to reflect on
their job performance and service
delivery.
The Success
of school administration just like any other organizations or institutions is
based on the establishment of good work environment geared towards the
advancement of the productive capacities of the workers.
In order to
attain the expected, there should be a leader who will coordinate, control and
direct both human and non human resources applicable to the schools
Effiong,
(1995) opined that human resource management refers to individual who perform
leadership roles in an organization.
According to
Olayote, (2004). In an organization the most important information as regards
employees is a validated measure of his level of job satisfaction and the
process of stimulating him to willingly perform better in the pursuit of
organizational objectives. School administrators should do their best to make
teachers satisfied in performing their task because poor motivation would
certainly reflect on students academic performance and results.
Teachers
have to be motivated on their job performance in order to be committed and
impact positively on the teaching learning process at schools.
Nwogbo,
(2001) stressed that therefore to ensure the attainment of both the
organizational and individual goals, management and school administrators
should relates rewards to task performance, rewards process must respond creatively to employee's
needs as well as those of the organization, when this is done effectively, job
satisfaction will result.
The
Willingness of the workers to attain the desired goals depends to a large
extent on how appropriately they are rewarded as well as motivated on their
job.
Kester,
(2004) assert, then Lagos state teachers were not financially motivated they
experienced undue irregularity and in the payment of their salaries and allowances
“ it would stifle and discourage high teachers’
class room performance .
According to
Afe, (2011). efficient management and investment in the teachers in terms of
satisfaction, motivation and development is very important in a school system.
The extent which and dedication with which teachers carryout quality teaching –
learning process depends largely on their capability, commitment and
motivation.
Human
resource management in secondary school could be effective and impact
positively in all and sundry and teaching – learning process as well as quality education if the secondary school
human resources personnel would realized
that human resources management (HRM) is:-
1. Human resource management is
organizational function that deals with or provides leadership and advice for
dealing with all issues related to the people in an organization
2. HRM as such, deals with compensation,
hiring performance management, organization development, safety, wellness
benefits, employee motivation, communication, administration and training
3. HRM is also a strategic and comprehensive
approaching to managing people and the work place culture and environment
4. Effective human resource management enables employees to contribute effectively
and productively to the overall company direction and the accomplishment of the
organization’s goals and objectives
5. It is now expected to add value to the
strategic utilization of employee and to ensure that employee programs
recommended and implemented impact the business in positive measurable ways.
Statement of
the problems
The concept
of teachers’ job performance and increase in productively involves combination
of various elements in work place which are dependent on and should be provide
by the school management.
These various element includes factors such as
good working environment, infrastructural facilities, instructional material,
teaching aids, job satisfaction, motivation, rewards, staff training and development programs in order to ensure increase
and greater productivity and
improve quality of secondary school education standard.
By and
large, it is impossible to please every individual teacher at work place.
However,
some incentives such as promotion, bonuses, awards etc outside salary pay
package or wage will help to satisfy and motivate the teacher and will
encourage better performance among the teachers.
The
responsibility for co-coordinating and managing the human capital and material
resources for an education programme rests squarely on school management.
Unfortunately,
education system such we have in Nigeria suffered from uncertainty, continuous
change in education policies, aims and objectives.
Strike,
Schools closure as a result of frequent change in government.
There is
growing shortage of facilities, equipments and teaching materials and the
system of schools enrolment in public secondary school are rapidly growing
beyond effective and efficient control by the management capacities. Teachers
are made to work in a very poor and unconducive teaching environment, hence
teachers seem to be unhappy, Frustrated, uninspired and unmotivated in their
chosen professional career.
However, the
unsatisfactory state of secondary school education system in Nigeria
particularly Lagos State education district IV had invariably led to the incidence of mass
failure of students both internal and external examinations, unabated
examination Malpractices, Cheats in examination halls by students.
Also
constant strike actions embarked on by teachers, high attrition rate, poor work
attitude by the teachers, are signs of the unsatisfactory State of academic
moral and failing standard in the school system.
Untimely
closure of Schools, examination malpractices, absenteeism, truancy and high
turnover of teachers have been attributed to these problems of ineffective and
in effective human resource management
in most secondary schools due to lack of proper planning, directing,
co-coordinating and absence of motivation
and rewards
Purpose of
the study
The general
purpose of the study is to determine human resource management and secondary
school effectiveness.
However, the
study seeks to:-
1. Examine the functions and roles of the
school human resource management in public secondary schools.
2. Examine human resources management
leadership styles and teachers' productivity in secondary schools.
3. Assess ways through which human resources
managers in schools can motivate teachers and the impact to enhancing quality
education effectiveness in secondary schools.
Research
questions
1. What are the functions of human resources
management to ensure effectiveness of public secondary school system?
2. Does Leadership styles employed by the
secondary school principals and vices, influence the productivity level of
teachers performance in public secondary schools?
3. What are the various ways through which
school principals motivates teachers in public secondary schools in enhancing
quality education and secondary school effectiveness?
Research
Hypotheses
Ho1: There
is no significant relationship between human resource management functions and
secondary school effectiveness.
Ho2: There
is no significant influence of management styles on teachers, productivity and
job satisfaction in public secondary schools.
Ho3. There is no significant relationship between
motivation and teacher’s productivity in public secondary schools
effectiveness.
Significance
of the study.
The study is
conducted to shed light on the working conditions of teachers in public
secondary schools in Lagos state. The findings of the study can be useful to
both private and public school Managers. A public secondary school management
that understands the importance of its human resources in the successful and
productive running of the school will ensure that the teachers are well
managed, sustained and most utilized.
Moreover, it
would benefit the government and its policy makers on education matters,
recruitment, placement, training, welfare and development of teachers.
There will
be well defined structures in terms of responsibilities, functions and roles
each individual plays towards the success of the school. with a good structure
and system of management, areas of weakness can be easily identified corrected
and improved upon.
Finding from
the study will be significant in terms of monitoring and assessing teachers'
professional conduct towards job description and satisfactory service delivery.
The teachers
will through this study be able to evaluate themselves, in terms of dedication,
commitment, discipline and job performance, try to improve on areas of
deficiencies.
The general
public and specifically parents will benefit from this study because of its
contributions to quality education services.
Scope of the
Study
The Study
focused on the human resources management and secondary school effectiveness in
Lagos State education district IV.
The study
covered 10 public secondary schools in education district IV Yaba Local council
Development Area of Lagos State.
Definition
of terms
The
following terms are defined operationally
Human Resources management: function within an
organization that focuses on the
recruitment of management of, and providing direction for the people who work
in an organization.
Human Resource: the people that staff and
operate an organization as contrasted with the financial and material resources
of an organization.
Management: the process of getting things done
through people by planning, organizing, directing, co-coordinating and
controlling their activities for the purpose of accomplishing objectives.
System: it
is the style or pattern adopted by school managers in carrying out their
managerial functions.
Teachers:
School academic staff who engage in the task of providing education for the
students
Productivity is the average measure of the
efficiency of teachers in their job performance.
Job
Satisfaction: shows how satisfied and contended the teachers are with their job
and welfare conditions
Motivation:
the process of stimulating the desire and output of the teachers to be
committed, continually interested on their job their job through rewards and
incentives.
School
Effectiveness: It constitutes peaceful environmental condition of the school,
good students academic and behaviourial performance, staffs good attitude
towards teaching, etc.
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