COMPARATIVE ANALYSIS OF HUMAN RESOURCE MANAGEMENT AND STUDENTS' ACADEMIC PERFORMANCE IN PUBLIC & PRIVATE SECONDARY SCHOOL IN AKOKO SOUTH WEST LGA OF ONDO STATE
CHAPTER ONE
INTRODUCTION
1.1 Background to the study
It is a global assertion that education is the solid rock of development. The reason for this is that it is expected that the educational system will produce the quality and quantity of human resources required for the economy's growth using the right mix of inputs. (Ibukun, 2009) affirmed that no nation or society can rise above the quality of her education. The immeasurable contribution of education in the development process has left a burning desire in every government to increase access to education for all her citizens. (Ibukun, 2003) and (Brock – Utne , 2006) opined that investment in basic education and training is an ingredient to human capacity building. Such capacity, they noted is the foundation needed to realize increased productivity, most importantly technological innovation.
Education is the best legacy a nation can give to her citizens especially the youths. This is because the development of any nation or community depends largely on the quality of education of such a nation. It is generally believed that the basis for any true development must commence with the development of human resources.
Education according to Ibukun, (2003) consists of two components (inputs and outputs). According to him the inputs consist of human and material resources and outputs forms a dynamic organic whole and if one wants to investigate and assess the educational system in order to improve its performance the effects of on component on the other must be examined.
The term ‘human resource management’ (HRM) has been subjected to considerable debate. The concept is shrouded in managerial hype and its underlying philosophy and character is highly controversial because it lacks precise formulation and agreement as to it’s significance. Nonetheless, definition of the subject matter is given according to Bratton and Gold
(1999:11) as: “That part of the management process that specializes in the management of people in work organizations. HRM emphasizes that employees are critical to achieving sustainable competitive advantage, that human resources practices need to be integrated with the corporate strategy, and that human resource specialists help organizational controllers to meet both efficiency and equity objectives.”
Naturally, the definition of human resource management would be incomplete without further explaining what the terms ‘human resources’ and ‘management’ are. First and foremost, people in work organizations, endowed with a range of abilities, talents and attitudes, influence productivity, quality and profitability. People set overall strategies and goals, design work systems, produce goods and services, monitor quality, allocate financial resources, and market the products and services. Individuals, therefore, become ‘human resources’ by virtue of the roles they assume in the work organization. Employment roles are defined and described in a manner designed to maximize particular employees’ contributions to achieving organizational objectives.
In theory, the management of people is no different from the management of other resources of organizations. In practice, what makes it different is the nature of the resource, people. One set of perspective views the human being as potentially a creative and complex resource whole behaviour is influenced by many diverse factors originating from either the individual or the surrounding environment. Organizational behaviour theorists, for example, suggest that the behavior and performance of the ‘human resource’ is a function of at least four variables: ability, motivation role perception and situational contingencies. Another set of perspectives emphasizes the problematic nature of employment relations: (Ibukun, 2003). The human resources differ from other resources the employer uses, partly because individuals are endowed with varying levels of ability (including aptitudes, skills and knowledge), with personality traits, gender, role perception and differences in experience, and partly as a result of differences in motivation and commitment. In other words, employees differ from other resources because of their ability to evaluate and to question management’s actions and their commitment and co-operation always has to be won. In addition, employees have the capacity to form groups and trade unions to defend or further their economic interest. Human resource is often referred to as personnel, staff or workers (Ibukun, 2003).
Human resources which are educational inputs are of vital importance to the educational sector. It is very vital to have adequate and sufficient human resources in term of teacher quality for the teaching of all subjects in the school curriculum. Without the teachers as implementing factor, the goal of education can never be achieved. In order to achieve a just and egalitarian society as spelt out in the national policy on education, schools should be properly and uniformly managed to promote sound and effective teaching to textbooks, qualified teachers, libraries which are adequate should also be provided for schools. Scarcity of these according to (Commeyas, 2003), will constraint educational system from responding more fully to new demands .in order to raise the quality of education, its efficiency and productivity and to improve the academic performance of students, effective management of human resources are needed.
Ibukun as cited in (Adegbemile, 2011) stressed the importance of having appropriate personnel plan and adequate physical facilities to support educational efforts. In any establishment be it schools or corporation, adequate planning and development of human resources are essential ingredient in human purpose of human resource planning and development. It is to ensure that specific number of employees with required skills needed for the job were made available and placed on the right job at appropriate time. The above indicate that human resources are essential in schools for effectiveness and efficiency of the students. The significance of a teacher as a resources was also acknowledge by Akinleye, (2001) when he said, “teachers have a tremendous and far reaching role to perform at this era of social reform to mould right attitudes and ideas to new generation in order to produce good citizens for tomorrow, for teachers affect eternity”. This presupposed that teachers are the major labor force in education industry and their welfare needs to be guided jealously with their counterparts in other industries. Realizing these facts, Federal Government through National Teachers Institute (NTI) has trained pivotal teachers to cope with the astronomical pupils’ enrolment (Jaffar 2001).
On human resources management various educators for example, (Adegbemile, 2004) have written extensively on the prime importance of teachers on the academic performance of students and the educational development of any nation be it simple, complex, developed or developing. From the writings of this educators one can infer that whatever facilities are available, whatever content is taught, which ever environment the school is situated and whatever kind of students are given to teach, the important and vital role of teachers cannot be over- emphasized.
Adegbemile, (2004), noted the schools with stable, experienced and qualified personnel (the teaching and non- teaching staffs) usually have better school facilities in terms of school buildings, books and equipment for learning than those which have difficulty in attracting experienced and qualified staff. Numerous investigations have also been carried out to find the effect of human resources on students’ academic achievement. It was noted that one of the factor affecting poor performance of students’ lack of qualified teachers to teach the students, no wonder lack of qualified and motivated staff has been identified as the major factor for students’ poor academic performance in secondary schools. Issa (2001) stated that the greater number of untrained teachers, lack of continuality in staffing and lack of emphasis on teachers’ private studies and training are some causes of poor academic performance of students in secondary schools in Akoko South West Local Government Area of Ondo state.
For successful academic performance or good academic performance of students to be achieved there must adequate management of human resources that are available in secondary schools of Akoko South West Local Government Area of Ondo state.
1.2 Statement of the problem
In the school system, there is need to influence the amount of effort that teachers and non teaching staffs will put into their job for better performance. The problem of how best to manage individuals to stay-on in the school to achieve desired objectives have since attracted the attention of many scholars in the field of management. In the past most managers believed MC. Gregor’s theary x which says that human beings are inherently lazy, have dislike for work and try to avoid it, avoid responsibilities and only seek security and so they have to be coerced and controlled to get them to put forth adequate efforts towards the achievement of organizational goals.
1.3 Purpose of the study
The purpose of this study is to examine the influence of human resources management on students’ academic performance in secondary schools in public and private secondary school in Akoko South West local government area of Ondo state.
The specific objectives of the study are;
1) To find human resource supply in each of the schools.
2) To investigate the influence of teacher supply on students’ academic performance,
3) To find out the influence of human resources management on students’ academic performance
4) To indentify various personnel services that are available to staffs within the school
1.4 Research Question
1. What is the level of human resources supply in public and private secondary schools in Akoko South West Local Government?
2. What is the influence of human resources availability on students’ academic performance in Akoko South West Local Government?
3. What are the various personnel services that are available to staffs within the school?
1.5 Research hypotheses
The following research hypotheses were formulated to guide the study
Main Hypotheses:
H0: there is no significant relationship between human resources management and secondary school students’ academic performance in Akoko South West Local Government Area of Ondo State.
Operational Hypotheses
H01: there is no significant relationship between human resources development and academic performance of private and public secondary school students’ in Akoko South West Local Government of Ondo State.
H02: there is no significant relationship between adequacy of human resources and academic performance of private and public secondary school students’in Akoko South West Local Government of Ondo State.
1.5 Significance of the study
This research becomes necessary as the outcomes could be a guide to the school planners and administrators to be able to identify the extent of the status, distribution and use of human resources in all the secondary schools in the zone It is hoped that the findings of this study would help to guide the policy makers and educational managers those things that need to be put in place to make learning attractive.
The findings of this study would be useful to different categories of people who are interested in quality of output in the educational system. The study would assist and enlighten the educational administrator, educational planners and the government on the need to improve personnel management in schools in order to ensure their stability in teaching profession. The result of this study would assist in identifying the importance of human resources in the school system. To educational planners, the study findings will help them find out how human resources play an important role in the teaching and learning process and enhance students’ academic performance.
Thus, it would provide opportunity for identifying the problems and provide solution to human resources management in secondary schools in Akoko South West Local Government of Ondo State. The school board personnel and other stakeholders in educational sector would benefit from the result of the findings which would enable them to evaluate the success of human resources management in secondary schools within Akoko South West Local Government Area.
Lastly here, the study will serve as a reference point for future researchers who will be conducting studies on human resources management in public and private secondary schools in Akoko south West Local Government Area of Ondo state.
1.6 Scope of the study
This study focused only on human resources management and students’ academic performance in public and private secondary schools in Akoko South West Local Government Area of Ondo State.
The indicator to be used to measure students’ academic performance is the final year results of Senior Secondary School Certificate Examination (SSCE/WAEC) for five years ( 2007 – 2012 sessions). However, the study would be limited to ten (10) private and ten (10) public secondary schools in Akoko South West Local Government of Ondo State.
1.7 Definition of the key terms.
In this study the researcher made use of some terms which considered necessary to be defined such terms includes the following:
Human Resources: This refers to the teachers, head teachers and personnel’s involved in the management of secondary schools in Akoko South West Local Government of Ondo State.
Management: This is the process of planning, organizing, staffing, directing, coordinating, reporting and budgeting in the educational sector.
Human Resources management: This refers to as the attraction, selection, training, assessment and rewarding of employees in the educational sector.
Academic performance: This can be described as the exhibition of knowledge or skills a student has acquired after ungoing a series of learning activities
INTRODUCTION
1.1 Background to the study
It is a global assertion that education is the solid rock of development. The reason for this is that it is expected that the educational system will produce the quality and quantity of human resources required for the economy's growth using the right mix of inputs. (Ibukun, 2009) affirmed that no nation or society can rise above the quality of her education. The immeasurable contribution of education in the development process has left a burning desire in every government to increase access to education for all her citizens. (Ibukun, 2003) and (Brock – Utne , 2006) opined that investment in basic education and training is an ingredient to human capacity building. Such capacity, they noted is the foundation needed to realize increased productivity, most importantly technological innovation.
Education is the best legacy a nation can give to her citizens especially the youths. This is because the development of any nation or community depends largely on the quality of education of such a nation. It is generally believed that the basis for any true development must commence with the development of human resources.
Education according to Ibukun, (2003) consists of two components (inputs and outputs). According to him the inputs consist of human and material resources and outputs forms a dynamic organic whole and if one wants to investigate and assess the educational system in order to improve its performance the effects of on component on the other must be examined.
The term ‘human resource management’ (HRM) has been subjected to considerable debate. The concept is shrouded in managerial hype and its underlying philosophy and character is highly controversial because it lacks precise formulation and agreement as to it’s significance. Nonetheless, definition of the subject matter is given according to Bratton and Gold
(1999:11) as: “That part of the management process that specializes in the management of people in work organizations. HRM emphasizes that employees are critical to achieving sustainable competitive advantage, that human resources practices need to be integrated with the corporate strategy, and that human resource specialists help organizational controllers to meet both efficiency and equity objectives.”
Naturally, the definition of human resource management would be incomplete without further explaining what the terms ‘human resources’ and ‘management’ are. First and foremost, people in work organizations, endowed with a range of abilities, talents and attitudes, influence productivity, quality and profitability. People set overall strategies and goals, design work systems, produce goods and services, monitor quality, allocate financial resources, and market the products and services. Individuals, therefore, become ‘human resources’ by virtue of the roles they assume in the work organization. Employment roles are defined and described in a manner designed to maximize particular employees’ contributions to achieving organizational objectives.
In theory, the management of people is no different from the management of other resources of organizations. In practice, what makes it different is the nature of the resource, people. One set of perspective views the human being as potentially a creative and complex resource whole behaviour is influenced by many diverse factors originating from either the individual or the surrounding environment. Organizational behaviour theorists, for example, suggest that the behavior and performance of the ‘human resource’ is a function of at least four variables: ability, motivation role perception and situational contingencies. Another set of perspectives emphasizes the problematic nature of employment relations: (Ibukun, 2003). The human resources differ from other resources the employer uses, partly because individuals are endowed with varying levels of ability (including aptitudes, skills and knowledge), with personality traits, gender, role perception and differences in experience, and partly as a result of differences in motivation and commitment. In other words, employees differ from other resources because of their ability to evaluate and to question management’s actions and their commitment and co-operation always has to be won. In addition, employees have the capacity to form groups and trade unions to defend or further their economic interest. Human resource is often referred to as personnel, staff or workers (Ibukun, 2003).
Human resources which are educational inputs are of vital importance to the educational sector. It is very vital to have adequate and sufficient human resources in term of teacher quality for the teaching of all subjects in the school curriculum. Without the teachers as implementing factor, the goal of education can never be achieved. In order to achieve a just and egalitarian society as spelt out in the national policy on education, schools should be properly and uniformly managed to promote sound and effective teaching to textbooks, qualified teachers, libraries which are adequate should also be provided for schools. Scarcity of these according to (Commeyas, 2003), will constraint educational system from responding more fully to new demands .in order to raise the quality of education, its efficiency and productivity and to improve the academic performance of students, effective management of human resources are needed.
Ibukun as cited in (Adegbemile, 2011) stressed the importance of having appropriate personnel plan and adequate physical facilities to support educational efforts. In any establishment be it schools or corporation, adequate planning and development of human resources are essential ingredient in human purpose of human resource planning and development. It is to ensure that specific number of employees with required skills needed for the job were made available and placed on the right job at appropriate time. The above indicate that human resources are essential in schools for effectiveness and efficiency of the students. The significance of a teacher as a resources was also acknowledge by Akinleye, (2001) when he said, “teachers have a tremendous and far reaching role to perform at this era of social reform to mould right attitudes and ideas to new generation in order to produce good citizens for tomorrow, for teachers affect eternity”. This presupposed that teachers are the major labor force in education industry and their welfare needs to be guided jealously with their counterparts in other industries. Realizing these facts, Federal Government through National Teachers Institute (NTI) has trained pivotal teachers to cope with the astronomical pupils’ enrolment (Jaffar 2001).
On human resources management various educators for example, (Adegbemile, 2004) have written extensively on the prime importance of teachers on the academic performance of students and the educational development of any nation be it simple, complex, developed or developing. From the writings of this educators one can infer that whatever facilities are available, whatever content is taught, which ever environment the school is situated and whatever kind of students are given to teach, the important and vital role of teachers cannot be over- emphasized.
Adegbemile, (2004), noted the schools with stable, experienced and qualified personnel (the teaching and non- teaching staffs) usually have better school facilities in terms of school buildings, books and equipment for learning than those which have difficulty in attracting experienced and qualified staff. Numerous investigations have also been carried out to find the effect of human resources on students’ academic achievement. It was noted that one of the factor affecting poor performance of students’ lack of qualified teachers to teach the students, no wonder lack of qualified and motivated staff has been identified as the major factor for students’ poor academic performance in secondary schools. Issa (2001) stated that the greater number of untrained teachers, lack of continuality in staffing and lack of emphasis on teachers’ private studies and training are some causes of poor academic performance of students in secondary schools in Akoko South West Local Government Area of Ondo state.
For successful academic performance or good academic performance of students to be achieved there must adequate management of human resources that are available in secondary schools of Akoko South West Local Government Area of Ondo state.
1.2 Statement of the problem
In the school system, there is need to influence the amount of effort that teachers and non teaching staffs will put into their job for better performance. The problem of how best to manage individuals to stay-on in the school to achieve desired objectives have since attracted the attention of many scholars in the field of management. In the past most managers believed MC. Gregor’s theary x which says that human beings are inherently lazy, have dislike for work and try to avoid it, avoid responsibilities and only seek security and so they have to be coerced and controlled to get them to put forth adequate efforts towards the achievement of organizational goals.
1.3 Purpose of the study
The purpose of this study is to examine the influence of human resources management on students’ academic performance in secondary schools in public and private secondary school in Akoko South West local government area of Ondo state.
The specific objectives of the study are;
1) To find human resource supply in each of the schools.
2) To investigate the influence of teacher supply on students’ academic performance,
3) To find out the influence of human resources management on students’ academic performance
4) To indentify various personnel services that are available to staffs within the school
1.4 Research Question
1. What is the level of human resources supply in public and private secondary schools in Akoko South West Local Government?
2. What is the influence of human resources availability on students’ academic performance in Akoko South West Local Government?
3. What are the various personnel services that are available to staffs within the school?
1.5 Research hypotheses
The following research hypotheses were formulated to guide the study
Main Hypotheses:
H0: there is no significant relationship between human resources management and secondary school students’ academic performance in Akoko South West Local Government Area of Ondo State.
Operational Hypotheses
H01: there is no significant relationship between human resources development and academic performance of private and public secondary school students’ in Akoko South West Local Government of Ondo State.
H02: there is no significant relationship between adequacy of human resources and academic performance of private and public secondary school students’in Akoko South West Local Government of Ondo State.
1.5 Significance of the study
This research becomes necessary as the outcomes could be a guide to the school planners and administrators to be able to identify the extent of the status, distribution and use of human resources in all the secondary schools in the zone It is hoped that the findings of this study would help to guide the policy makers and educational managers those things that need to be put in place to make learning attractive.
The findings of this study would be useful to different categories of people who are interested in quality of output in the educational system. The study would assist and enlighten the educational administrator, educational planners and the government on the need to improve personnel management in schools in order to ensure their stability in teaching profession. The result of this study would assist in identifying the importance of human resources in the school system. To educational planners, the study findings will help them find out how human resources play an important role in the teaching and learning process and enhance students’ academic performance.
Thus, it would provide opportunity for identifying the problems and provide solution to human resources management in secondary schools in Akoko South West Local Government of Ondo State. The school board personnel and other stakeholders in educational sector would benefit from the result of the findings which would enable them to evaluate the success of human resources management in secondary schools within Akoko South West Local Government Area.
Lastly here, the study will serve as a reference point for future researchers who will be conducting studies on human resources management in public and private secondary schools in Akoko south West Local Government Area of Ondo state.
1.6 Scope of the study
This study focused only on human resources management and students’ academic performance in public and private secondary schools in Akoko South West Local Government Area of Ondo State.
The indicator to be used to measure students’ academic performance is the final year results of Senior Secondary School Certificate Examination (SSCE/WAEC) for five years ( 2007 – 2012 sessions). However, the study would be limited to ten (10) private and ten (10) public secondary schools in Akoko South West Local Government of Ondo State.
1.7 Definition of the key terms.
In this study the researcher made use of some terms which considered necessary to be defined such terms includes the following:
Human Resources: This refers to the teachers, head teachers and personnel’s involved in the management of secondary schools in Akoko South West Local Government of Ondo State.
Management: This is the process of planning, organizing, staffing, directing, coordinating, reporting and budgeting in the educational sector.
Human Resources management: This refers to as the attraction, selection, training, assessment and rewarding of employees in the educational sector.
Academic performance: This can be described as the exhibition of knowledge or skills a student has acquired after ungoing a series of learning activities
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