APPRAISAL OF PERSONNEL MANAGEMENT PRACTICES OF SECONDARY EDUCATION MANAGEMENT BOARDS IN SOUTH EAST NIGERIA
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APPRAISAL OF
PERSONNEL MANAGEMENT PRACTICES OF SECONDARY EDUCATION MANAGEMENT BOARDS IN
SOUTH EAST NIGERIA
ABSTRACT
The study
was conducted to appraise the personnel management practices of the Abia State
Secondary
Education Management Board. The study was guided by five research questions
with
five
corresponding null hypotheses formulated. Literatures relevant to the study
were reviewed.
A
descriptive survey research design was adopted for the study. The population of
the study
consisted of
692 staff of the Secondary Education Management Board. The population was all
the 264
senior Secondary Principals, all the 241 Junior Secondary Principals and all
the 187
Senior
administrative staff of the Board No sampling was made as the entire population
of 692
was used for
the study because it was manageable. A structured questionnaire was used for
the
study. The
instrument was face validated by three experts from the Faculty of Education,
University
of Nigeria, Nsukka and trial tested at Okigwe Education Zone of Imo State. The
internal
consistency of the instrument was established using Kuder-Richardson and
Cronbach
alpha
reliability coefficient methods. The overall coefficient value of 0.93 was
obtained. 692
copies of
the questionnaire were distributed and returned with the assistance of three
research
assistants.
Data collected were analyzed using mean scores and standard deviations for the
research
questions while t-test statistics was used for the null hypotheses at 0.05
level of
significance.
The results indicated that the Abia State Secondary Education Management Board
comply to a
very great extent with Personnel Management Manual on recruitment and posting
of
staff, staff
development and training to a very great extent, staff welfare services to a
great
extent,
staff discipline to great extent and staff appraisal to a great extent. Other
results included
that there
is significant difference between the mean scores of secondary school
principals and
senior
administrative staff of the Board on staff recruitment and posting, there is
also a
significant
difference on staff development and training, there is significant difference on
welfare
services
provided for personnel, there is significant difference on staff discipline and
there is also
significant
difference on appraisal of staff by the Board. The five null hypotheses were
therefore
rejected.
Based on the findings it was concluded that both the principals of secondary
schools
and the
senior administrative officer of the SEMB of Abia State are at variance in
compliance
with
approved guideline on personnel management practices. The educational
implications of the
finding were
also outlined. The researcher recommended, among others, that the secondary
education
management board should ensure that issues relating to staff recruitment,
development
and
training, welfare services, discipline, appraisal and promotion are taken
seriously in
conjunction
with the principals, the Board should regularly organize seminars and workshops
to
improve
staff skills and competence, the Board should also establish standardized
procedures for
the
recruitment of staff, teachers should be encouraged to go for further training
for effective and
efficient
delivery and achievement of educational goals and objectives.
1
CHAPTER ONE
INTRODUCTION
Background
of the Study
Personnel
management is one of the most important and challenging functions of
any
organization because it constitutes the ultimate basis for the creation and
utilization
of the
wealth of a nation. Okafor and Udu (2008) perceive management as a set of
activities
(planning, decision making, organizing, leading and controlling) directed at an
organization’s
resources (human, financial and physical) with the aim of achieving
organizational
goals in an efficient and effective manner. Personnel management is the
acquisition
of personnel or human resources and co-ordination of their performance
within the
organization. Riches and Morgan in Uche (2009) explain that human resource
management
in any organization (education or otherwise) is part of the process of
management
in general that focuses on the people aspect of management, ensuring that
the
objective of the organization is met. In order words, personnel management is
the
effective
utilization of people at work to achieve the aims and objectives of the
organization.
It is in
line with the above assertion that Peretomode (2004) asserted that,
personnel
management acts as the wheel of progress in the realization of educational
goals and
objectives. It means that without an effective personnel management, an
organization
may find it difficult to achieve its set goals and objectives. Nwachukwu
(2000),
argues that for an organization to attain its desired objectives, it must seek
to
obtain the
co-operation of the personnel working under it. It is clear that personnel
management
is challenging in every organization but far more challenging in educational
institutions.
This is because most of the activities in education deal with human beings.
The
management of educational institutions is faced with not only the complexities
of
characters
and behaviour of the staff, but also with those of the students and parents
(Okoro,
2006). This means that the way and manner these chains of human elements are
managed
could affect the success of educational institutions.
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