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Personnel Management Practice And Teachers Job Satisfaction
[A CASE STUDY OF ILORIN SOUTH LOCAL GOVERNMENT AREA OF SECONDARY SCHOOL, KWARA STATE.]
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The institution of personnel management defines it as: The development and application of policy governing manpower planning, recruitment, selection, placement and termination, education and training, career development , terms of employment methods and standards of remuneration, working conditions and employee services formal and informal communication and consultation, procedures for personnel management is all about. However, human resources avoidance and settlement of issue, all geared toward achieving industrial and organization goals and objectives.
This definition seems to have covered and touched all areas that management in education is not only effective utilization of people at work, but is the totality of the people’s skills energies, talents, latent capacities, social characteristic like belief simultaneously making the people to be part and parcel of organization in fulfilling their life goals. It is the systematic utilization of human potentials to realize educational objective and staff contentment (Peretomode, 1995), from the different definitions given by expert on what personnel management is, a number of things stand out clearly. First, it is that aspect of human resources management, which is the functional area of specialization in educational management, secondly, it is future and action oriented (Williams, 1998).
Thirdly, it integrates the needs of the human resources into the education enterprises and fourthly, it encompasses forecasting, deciding, organizing, leading, coordinating, commanding, communicating and controlling with specific activities of recruitment. Selection, orientation, staff development etc. which is carried out in order to achieve the objective of education (Peretomode, 1995).
These functions are carried out by Education Board in most countries. In Nigeria for example, the National Policy on Education (2004) section 12 (57) (109) gives the Board the responsibility of managing schools including appointments, posting and discipline of teachers. In some state of federation, these Boards are referred to as school Management Board (SMB) or Teaching Service Commission (TESCOM) as the case of Kwara. It is the study of the Board to ensure that qualified personnel are employed and fixed into the right position in a school system since the extent to which public education succeeds will depends largely upon the quality of the personnel engaged in the education and upon the effectiveness with which they discharge individual and group responsibilities. In effect, it can be said that personnel management involves bringing people and motivating them to work toward the achievement of the individuals and organization goals.
Personnel Management Practice in Relation to the School System
To implement any of the school programmes including industrial programmes, appropriate staff must be provided or secured, retained and developed since the quality of education in any given society depends considerably on the number and quality of its personnel. The school administrator should establish employment, assignment, induction and supervision procedures, which will attract and hold capable people.
Personnel management in the school system refers to the planning, organizing, directing and controlling of those activities which the school system performs (Adesina, 1990), He stated further that management must take into consideration the recruitment, selection , induction, appraisal, development, security, compensation, motivation and general satisfaction of all employees in the school system.
Ejiogu (1990), pointed out that one of the foremost functions of educational management is the development and maintenance of an efficient and effective school staff. In essence, personnel are most important element in any organization including the school system. In the content of the school, as an organization, the personnel are the teachers and auxiliary or supporting staff whose task is to bring about desirable changes in the students. Sharing this view, Alabi (2000) opined that given the quality learning depends on the recruitment retention and development of professional teachers. Effective personnel management procedures are essential pre-conditions for the employment and continual development of adequately qualified and dedicated staff that would promote an optimum level of performance towards the provision of quality education.
Aderounmu and Ehamtalor (1985), stated that personnel management I public schools can be described as the process of getting qualified personnel to provide instructional services necessary for the achievement of goal of the system. Essentially, to be able to attain educational objectives through the personnel within the school, the following are some of the personnel management practices that must be taken care of:
• Manpower planning
• Recruitment selection and placement procedures
• Job design and analysis
• Training and development
• Remuneration and compensation
• Motivation
• Employee welfare
• Performance appraisal Effiong,
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ABSRACT - [ Total Page(s): 1 ]ABSTRACT This study was carried out to examine the personnel management practices and teacher’s job satisfaction in Ilorin South Local Education Area Secondary Schools, Kwara State. The study was descriptive correlational type and the target population was 50 teachers from each of the ten secondary schools randomly selected out of the 49 secondary schools that are qualified to write the Senior Secondary Certificate Examination. Two kinds of questionnaire were designed tagged “ ... Continue reading---
QUESTIONNAIRE - [ Total Page(s): 2 ]PERSONNEL MANAGEMENT PRACTICES DESCRIPTION QUESTIONNAIRE (PMDQ) DEPARTMENT OF EDUCATIONAL MANAGEMENT UNIVERSITY OF ILORIN, ILORIN KWARA STATEDear Sir/Ma, This questionnaire is designed to find out your opinion on the personnel management practices in use in the post Primary Teaching Service Commission in Ilorin South Local Government Area in Kwara State. Your responses will be treated confidentially and used for research purpose only,Section A: Personal InformationName of School:____ ... Continue reading---
TABLE OF CONTENTS - [ Total Page(s): 1 ]TABLE OF CONTENTSTitle page Certification Dedication Acknowledge Abstract Table of Content CHAPTER ONE: INTRODUCTIONBackground of the study Statement of the problems Purpose of the study Research Questions Significance of the study Scope and Limitations of the study Definition of terms CHAPTER TWO: REVIEW OF RELATED LITERATURE Concept of Personnel Management Personnel management in relation to the school system Definition of job satisfaction Job satisfaction and mora ... Continue reading---
CHAPTER ONE - [ Total Page(s): 3 ]Statement of the Problem Considering the fact that Nigerian School teachers have been viewed by public as not performing up to expectation in recent times, questions have been raised as to what factors are responsible for this, particularly in a developing country such as Nigeria where both the State and the Federal governments now realize that education is a necessity for the social, political, technological and economic growth of the country. Farbar and Miller (1981 ... Continue reading---
CHAPTER THREE - [ Total Page(s): 1 ]CHAPTER THREEResearch methodThis chapter focuses attention on the following sub heading: research design, population of the study, sample and sampling techniques, Research instrument(s), Procedure for data collection, Method of Data Analysis.Research DesignThe study is basically descriptive survey of the correlational type as it attempts to investigated into whether personnel management practices have significant relationship with job satisfaction of the teachers in Ilorin South Local Education ... Continue reading---
CHAPTER FOUR - [ Total Page(s): 5 ]CHAPTER FOURPRESENTAION AND ANALYSIS OF DATA In this chapter, the data collected were analysed and interpreted. As indicated earlier, the study sought to find out the effect of personnel management practices on teacher job satisfaction in Ilorin South Local Education District Secondary Schools, Kwara State. Pearson Product Moment Correlation Statistics was used to test the research hypotheses formulated to guide the study.Hypotheses Testing Main Hypothesis There is no significant rel ... Continue reading---
CHAPTER FIVE - [ Total Page(s): 1 ]CHAPTER FIVESUMMARY, IMPLICATION FOR THE THEORY AND PRACTICE, CONCLUSION AND RECOMMENDATION This chapter deals with Summary, Implication for the Theory and practice, Conclusion and Recommendationarising from the findings.Summary of Findings This main hypothesis states that “there is no significant relationship between personnel management practices and teachers job satisfaction in Ilorin South Local Education District Secondary School, Kwara State.†Seven operation ... Continue reading---
