Personnel Management Practice And Teachers Job Satisfaction
[A CASE STUDY OF ILORIN SOUTH LOCAL GOVERNMENT AREA OF SECONDARY SCHOOL, KWARA STATE.]

Manpower Planning
Manpower planning otherwise known as human resource planning is the process of developing  strategies  to increase the current  and future  contributions of manpower  resources, so that an organization  can continuously  maintain and improve its ability to achieve corporate objectives. It is part of the overall process of organizational planning. Human resource planning according to Oyedeji (1998), is an attempt to forecast  how many and what kind of employee  will be needed in- future  and to what extent these requirement  are likely to be met.
Just as budgeting  is the planning of operations in financial  terms human resources planning enables an organization to achieve its  corporate objectives at all times by having the right number of staff, with the right skills, to do the right jobs at the right time and perform the   right activities (Effiong, 2000), These are three main objectives of human  resource planning as asserted  by Effiong (2000).
These are to:
i.    Ensure the optimum utilization of human resources employed by the organization.
ii.    Provide the future manpower needs of the organization in terms of number of people, level of skills, ages etc
iii.    Ensure more satisfied and more developed employees
Essentially, human resource planning is very necessary in all organizations including school system since it is required for recruitment.
According to Nwachukwu (1998), manpower planning reduces excessive recruitment, training and transfer and thereby saves management cost end time. It is through effective manpower planning that people in the organization  that need more training are identified  to upgrade their skills in order to assume higher responsible positions and also help the  organization to start  very early to seek and find  capable  hands to replace those about to retire from service.
B. Recruitment Selection and Placement
    Recruitment  according to Effiong (2000), is the set of activities carried out to attract job candidates who have the equipment and attributes to enable the organization   achieve its objective. Since the success of any educational programmes depends to a very large extent on the selection of qualified  teachers, it is therefore imperative that recruitment  of school teachers must be thoroughly  done to ensure that  the right set of people are employed to do the right job.
    Ogunsaju (1990), defines recruitment  as the process  o scouting  round for qualified  personnel so that the right people can be placed on the right jobs to achieve effectiveness in an organization. Usually, the  need for recruitment  arises due to:
•    Creation  of vacancies  as a result  of expansions, growth, diversification
•    Vacancies  created  by transfers, promotions, retirements, termination of appointments, permanent disabilities or death
Selection  according  to Effiong (2000), is the process of choosing from a list of job candidates the person(s) who best meet the  criteria for  successfully performing the job of a particular position. It involves  evaluating  and screening information about applicants in relation to the job requirements. The need for selection arises because  of fundamental  individual  differences  in traits, attributes, behaviour and qualifications. The selection  process seeks, then to identify  the right persons for vacant  positions. Consequently, factors to be taken into consideration in the process of recruitment, selection and placement  include:
•    Preliminary screening
•    Completion of bio-data form
•    Employment interviews
•    Reference checks and obtaining recommendation letters
•    Medical examinations
•    Appointments and placement (Effiong, 2000).