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IMPACT OF
PERSONNEL MANAGEMENT ON TEACHERS JOB PERFORMANCE
CHAPTER ONE
1.0
INTRODUCTION
1.1
BACKGROUND OF STUDY
Organizations,
whether profit-oriented or service oriented are designed to work towards
achievement of set-goals. As workers (teachers) consciously contribute towards
goals of the organization, they also have personal or group goals they expect
to satisfy (Koko, 2005). Aide (2007) deposited that of all tools in management
(men, machine, material, money and market), without any iota of doubt, the most
important is men. Men are the only animate instrument that is capable of
achieving the other 4M’s or making them moribund and hence affect positively or
negatively the purpose of a system. Personnel management, otherwise referred to
as human resource management is concerned with the people dimension in
management. (Aja-Okorie, 2014) perceived personnel management as an important
management function concerned with obtaining, developing and motivating the human
resources required by an organization to achieve its objectives. Generally,
education in Nigeria has been perceived as an instrument “per excellence” for
effecting national development (FRN, 2004:4). Government has stated that for
the benefit of all citizens, the country’s educational goals shall be clearly
set out in terms of their relevance to the needs of the individual and those of
the society, in consonance with the realities of our environment and the modern
world. If our education is to achieve the national goals, then, well trained,
well-qualified and efficient educators are absolutely essential. Thus, no
educational system may rise above the quality of its teachers, is an old
academic. Therefore, acquiring teacher’s services, developing their skills,
motivating them to high levels of performance and ensuring that they continue
to maintain their commitment to the organization are essential to achieving
school organizational goals.
Teachers’
personnel management is responsible for activities such as recruitment and
selection, training, wage and salary administration, establishing staffing
ratios, benefit planning and performance. It is their responsibility to develop
and recommend policies and procedures which will contribute to the achievement of
the goals in the educational system. In summary, the functions of personnel are
to select, train, develop, assimilate and remunerate teachers (AjaOkorie,
2014). Managing teachers is that part of school management function which is
concerned with teachers at work and their relationship within the educational
enterprise. It seeks to bring together and develop into an effective
educational organization, men and women who make up the teaching workforce,
enabling each to make his/her own best contribution to its success. Management
of teaching workforce involves a number of strategies that begins and maintain
activities toward the achievement of personal and organizational goals. Omebe
(2001) is of the view that well managed teachers will always look for better ways
to do their teaching job. They are more quality oriented and more productive.
Management of teachers can be through the adoption of these management
strategies; supervision, in-service training and compensation among others.
Hence, any teacher that enjoys the influence of the above named strategies is
bound to give all his best in discharging his or her duty because he would
derive the satisfaction of being a teacher, which in-tum will boost his/her
performance. It is to this regard that the study wishes to examine the impact
of Personnel Management on teachers’ Job Performance using Katsina Local
Government Area of Katsina State as the case study.
1.2
STATEMENT OF PROBLEM
What really
instigated the study was the use the growth rate of lack of management in most
of the schools in Katsina Local Government Area of Katsina State; some of the
problems identified are, poor supervision of teachers, unavailability of
teachers for classes as at when due and poor performance of students as a
result of ineffective teaching methods.
1.3 AIMS AND
OBJECTIVES OF STUDY
The main aim
of the study is to examine the impact of Personnel Management on teachers’ Job
Performance using Katsina Local Government Area of Katsina State. Other
specific objectives include:
1. To find
out the extent teacher’s personnel management operational framework determines
of teachers’ productivity in secondary schools Katsina Local Government Area of
Katsina State
2. To
examine the relationship between personnel management and teachers job
performance in secondary schools
3. To
investigate on the factors affecting the adoption of personnel management in
most schools in Katsina Local Government Area
4. To
proffer solution to the above stated problems
1.4 RESEARCH
QUESTIONS
The study
came up with research questions so as to ascertain the above stated objectives.
The specific research questions are stated below as follows:
1. What
extent does teacher’s personnel management operational framework determines of
teachers’ productivity in secondary schools Katsina Local Government Area of
Katsina State?
2. What is
the relationship between personnel management and teachers job performance in
secondary schools?
3. What are
the factors affecting the adoption of personnel management in most schools in
Katsina Local Government Area?
1.5
STATEMENT OF RESEARCH HYPOTHESIS
H0: there is
no significant relationship between personnel management and teachers job
performance in secondary schools
H1: there is
significant relationship between personnel management and teachers job
performance in secondary schools
1.6
SIGNIFICANCE OF STUDY
The study on
the impact of Personnel Management on teachers’ Job Performance will be of
immense benefit to the entire Katsina Local Government Area as it will examine
the relationship between personnel management and teachers job performance in
secondary schools, the study will also discuss on the extent teacher’s
personnel management operational framework determines of teachers’ productivity
in secondary schools Katsina Local Government Area of Katsina State.
1.7 SCOPE OF
STUDY
The study on
the impact of Personnel Management on teachers’ Job Performance is limited to
Government Area of Katsina State; the study will cover the extent teacher’s
personnel management operational framework determines of teachers’ productivity
in secondary schools Katsina Local Government Area of Katsina State
1.8
LIMITATION OF STUDY
Financial
constraint- Insufficient fund tends to impede the efficiency of the researcher
in sourcing for the relevant materials, literature or information and in the
process of data collection (internet, questionnaire and interview).
Time
constraint- The researcher will simultaneously engage in this study with other
academic work. This consequently will cut down on the time devoted for the
research work
1.9
DEFINITION OF TERM
PERSONNEL
MANAGEMENT: is a traditional approach of managing people in the organization.
Human resource management is a modern approach of managing people and their
strengths in the organization
JOB
PERFORMANCE: assesses whether a person performs a job well.
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