AN EVALUATION OF HUMAN RESOURCES MANAGEMENT FUNCTION AND EFFECTIVENESS OF PUBLIC SECONDARY SCHOOL
- Project Research
- 1-5 Chapters
- Quantitative
- ANOVA
- Abstract : Available
- Table of Content: Available
- Reference Style: APA
- Recommended for : Student Researchers
- NGN 3000
Background to the Study
The ability of an organization's or institution's administrators to coordinate the various resources and activities of the enterprise toward objective accomplishment through management is a function of many variables, including the quality of human resources and infrastructural facilities available to the organization's or institution's administrators (Karl, 2015).
The creation and implementation of strategic concepts to the process of management decision making is a major characteristic of a successful coordination of institutional resources, including human capital and material resources.
This necessitates the effective and efficient implementation of management objectives and functions, as well as the concepts that underpin and support optimal resource coordination and utilization in order to achieve an institution's goals and mission statement (Mark, 2000).
Mankind's engagement in management processes dates back to the beginning of time. For example, in African culture and customs, it is learnt early in life to form small groups for hunting, farming, constructing houses, fishing, or dancing in the village square, with a group leader to instruct and demonstrate others how to work toward the group's goals (Karl, 2015). Once leaders emerge and are acknowledged as such by the rest of the group, they wield influence and authority over the rest of the group; this is a part of management, and it leads to the achievement of specified group goals. Management, whether in administration or in institutions, is a dynamic process in human existence.
Mr. Effiong (1995). According to him, management may be described as the process of getting things done via people by planning, organizing, directing, co-coordinating, and managing their actions in order to achieve goals. Human resources are a crucial part of production, and the unpredictable nature of humans necessitates the presence of a manager(s) to provide direction and management to all individuals in a company.
Organizational effectiveness, or an organization's ability to adapt, sustain, thrive, and develop in the face of changing circumstances, is largely determined by how well its workforce is managed and employed.
This is because an organization's most essential and valuable assets are its human resources, which include any persons, regardless of their function or rank, who are involved in any of the organization's operations.
According to Health field (2014), human resources management (HRM) is the function inside an organization that is responsible for the recruitment, management, and direction of the people that work there.
Members of the HRM department offer the information, tools, training, administrative services, coaching, legal and management counsel, and talent management oversight that the rest of the business requires to function effectively. They are in charge of overseeing tasks to ensuring that their organization builds proper teams and empowers individuals (Mark, 2000).
Human Resources, according to Tracey (2015), are the individuals who staff and administer an organization, as opposed to the financial and material resources. Human resource refers to employees who work for a company.
Because people are an organization's most valuable resource, human resources are seen as important.
Human Resources, according to Tracey (2015), is also the name of the department or functional area from which personnel deliver HR services to the rest of the company. People are an organization's most valuable asset. Employees must be recruited, employed, pleased, motivated, developed, and kept.
Human beings or individuals must be motivated or inspired to carry out the ideal procedure successfully. Behavioral scientists have proposed a number of hypotheses on how individuals behave when it comes to carrying out commitments. Douglas McGregor (1960), for example, proposed two hypotheses on the nature of human beings as part of a behavioral school of thought. These are the Y and X hypotheses.
According to Douglas Mc Gregor (1960), the ordinary individual despises work and would do anything to escape it. To get most individuals to work toward achieving organizational goals, they must be forced, controlled, directed, or threatened with penalty.
People have thus become a critical factor in achieving organizational goals because all organizational activities are determined by the people who make 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, thus good organizational structure does not guarantee enhanced performance and increased productivity except with w
This does not apply to educational institutions or secondary school administration, though.
Teachers play an important role in the educational setting as an institution that facilitates the teaching-learning process.
The quality of secondary school education is determined by the performance of teachers, as evidenced by their work happiness and performance.
Teachers have been shown to have an important influence on student academic performance and also play a crucial role in the education set standards, according to Afe (2001), because teachers are ultimately responsible for translating policy into action and principle based on practice during interactions with students.
In the area of human resource management, school administrators or managers are responsible for various aspects of teacher matters, such as appointment, promotion, retention, and effective planning to ensure that teachers are given opportunities for professional development to reflect on their job performance and service delivery.
The construction of a decent work environment directed toward the improvement of the workers' productive capacities is critical to the success of school administration, as it is to the success of any other organization or institution.
To achieve the desired results, a leader should be appointed to organize, control, and steer both human and nonhuman resources relevant to the schools.
Human resource management, according to Effiong (1995), refers to individuals who execute leadership responsibilities in a company.
Olayote claims that (2004). The most significant information about workers in a company is a verified assessment of his degree of job happiness, as well as the process of motivating him to freely do better in the pursuit of corporate goals. School administrators should do all possible to ensure that instructors are content with their work since low motivation will inevitably affect students' academic performance and achievements.
Teachers must be motivated in order to be devoted to their jobs and have a good influence on the teaching-learning process in schools.
Nwogbo (2001) emphasized that in order to achieve both organizational and individual goals, management and school administrators should link rewards to task performance. The rewards process must respond creatively to both employee and organizational needs, and when this is done well, job satisfaction will result.
Workers' willingness to achieve desired goals is largely determined by how well they are rewarded and motivated at work.
According to Kester (2004), if Lagos state teachers were not financially motivated, they would "stifle and discourage high instructors' classroom performance" by experiencing extreme irregularity in the payment of their salary and allowances.
Afe claims that (2011). In a school system, effective management and investment in teachers in terms of happiness, motivation, and growth are critical. Teachers' competence, commitment, and motivation all play a role in how well and dedicated they carry out great teaching-learning processes.
Human resource management in secondary schools may be productive and have a beneficial impact on all aspects of the teaching-learning process as well as quality education if secondary school human resource employees knew that HRM is:
1. Human resource management is an organizational role that deals with or offers leadership and counsel for all issues concerning an organization's personnel.
Compensation, hiring, performance management, organization growth, safety, wellness benefits, employee engagement, communication, administration, and training are all included under HRM.
3. HRM is also a systematic and comprehensive approach to managing people, as well as the culture and environment of the workplace.
4. Effective human resource management enables employees to contribute effectively and productively to the company's overall direction and achievement of its goals and objectives.
5. It is now expected to add value to employee strategic utilization and to guarantee that employee initiatives planned and implemented have a good quantifiable impact on the business.
1.2 Statement of the problems
The notion of improving teacher productivity and job performance entails a mix of numerous aspects in the workplace that are dependent on and should be provided by the school administration (Obi, 2000).
These various elements include factors such as a pleasant working environment, adequate infrastructure, instructional materials, teaching aids, job satisfaction, motivation, rewards, and staff training and development programs, all of which contribute to increased productivity and improved secondary school education standards.
In general, it is difficult to gratify each and every teacher at work.
However, outside of the basic pay package or compensation, various incentives such as promotions, bonuses, and prizes will serve to fulfill and inspire the teacher and will promote improved performance among the instructors.
The task for co-ordinating and administering an education program's human capital and material resources falls entirely on the shoulders of school administration.
Unfortunately, the school system in Nigeria has been plagued by insecurity, as well as constant changes in educational programs, purposes, and objectives.
As a result of the repeated changes of government, there has been a strike and school closures (Adi, 2010).
The system of schools enrollment in public secondary schools is fast rising beyond effective and efficient supervision by management capacities, and there is a growing scarcity of resources, equipment, and instructional materials. Teachers are forced to labor in a deplorable and inhospitable educational atmosphere, and as a result, they appear to be dissatisfied, frustrated, uninspired, and unmotivated in their chosen job.
However, the unsatisfactory state of Nigeria's secondary school education system, particularly in Lagos State Education District IV, has invariably resulted in mass failures of students in both internal and external examinations, unabated examination malpractices, and student cheating in examination halls.
Constant teacher strike activities, a high attrition rate, and a bad work attitude among instructors are further symptoms of the school system's inadequate academic morale and failing standard (Uwu, 2018).
Untimely school closures, examination malpractices, absenteeism, truancy, and high teacher turnover have all been linked to ineffective and ineffective human resource management in most secondary schools due to a lack of proper planning, directing, and co-ordination, as well as a lack of motivation and rewards.
1.3 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.
1.4 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?
1.5 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.
1.6 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.
1.7 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.
1.8 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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