ABSTRACT
The study investigate personnel managementPractices
in Public and Private Secondary Schools in Akinyele local Government Area of
Oyo State the population of the study
consisted all the Public and Private Secondary Schools in Akinyele L.G.A. A
stratified sampling technique was used to select five Public Secondary Schools
out of twenty six and five Private Secondary Schools out of thirty five in the
affected area. Simple random technique was used to select one hundred and
twenty respondents. The instrument used for the study was questionnaire tagged
(PMPPPSS) with 14 items for both principals and vice principals.
Thus, it was concluded that
opportunities should be given to teachers to develop their potential and this
can also be achieved by recognising the individual worth of teachers, this will
in turn lead to effective school administration and personnel management. One
main hypothesis and three operational hypotheses were formulated and tested for
this study. The findings revealed that:
1. There
was significant difference between personal management practices in public and
private secondary schools in Akinyele L.G.A.
2. There
was significant difference between resource planning in public and private
secondary schools in Akinyele L.G.A.
3. There
was significant difference between performal appraisal in public and private
secondary schools in Akinyele L.G.A.
4. There
was significant difference between Development programme in pubic and private
secondary schools in Akinyele L.G.A
Based on the findings, it was recommended
that school management should ensure that teachers attend educational
conferences, seminars in order to improve their teaching skills so as to be
effective and efficient. Government should intensify its efforts in monitoring
learning achievement in the type of schools and likewise provide schools with
adequate facilities so as to enhance the quality, effectiveness and efficiency
of teachers in Nigerian secondary schools. In addition, teachers need motivation
particularly those in Public Schools for improvement and this should be
provided by the government with all the necessary incentives such as adequate
salaries, good working conditions and other fringe benefits that compete
favourably with what obtains in other professions.
TABLE OF CONTENTS
Title
Page i
Certification ii
Dedication iii
Acknowledgment iv
Abstract
vi
Table
of Contents vii
CHAPTER
ONE: INTRODUCTION
Background to the
Study 1
Statement of the
Problem 6
Purpose of the
study 8
Research
Questions 9
Research
Hypothesis 10
Scope of the study 10
Significance of
the study 12
Operational
Definition of Terms 13
CHAPTER
TWO: REVIEW OF RELATED LITERATURE
Concept of
Personal management 15
Concept of public
and private secondary schools 18
Differences
between public and private secondary schools 22
Empirical studies 26
Appraisal of Literature
Reviewed 33
CHAPTER
THREE: RESEARCH METHODOLOGY
Research
Design 38
Population Sample
and Sampling Technique 38
Research
instrument (s) 39
Validity and
Reliability of the instrument (s) 40
Procedure for Data
Collection 40
Method of Data
Analysis 40
CHAPTER
FOUR: PRESENTATION, ANALYSIS OF DATA AND DISCUSSION
Data Analysis 41
Hypothesis Testing 41
CHAPTER
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
Summary
of findings 47
Conclusions 49
Recommendations 50
REFERENCES 52
APPENDICES 56
CHAPTER ONE
INTRODUCTION
Background
to the Study
This study examines the comparative
of Personnel Management practices in Public and Private secondary schools in
Akinyele Local Government Area Oyo State Nigeria.
Ogunsaju
(2000) defined management as “the organisation and mobilisation of all human
and material resources in a particular system for the achievement of identified
objectives in that system. “A close look at this definition clearly reveals the
importance of two key words, these are, human and material. If critically
examined and analysed, the human resources in the school system would comprise
all men and women within the school system from the principal to the school
gate-man. (Alabi, 2000). It then becomes the responsibility of the management
to organise and mobilise these human resources for effective achievement of the
institutional goals and objectives.
The
degree of the effectiveness (goal attainment) with which people work
harmoniously together for the attainment of the goals of an enterprise, the
efficiency of the tools and devices they use, and the skills with which they
use these tools and devices are all indicative of the efficiency of the
management of the enterprise. Educational resources just like the business
resources are four, these are: money, material, machine and man.The main
difficulty in management is the organisation of people into co-operative teams
in order to use the non-human resources effectively and efficiently. This
co-ordination of human efforts is a common element, or in fact, the fundamental
task in all administration.
According to Alabi (2000), human resources
available to schools constitute their most valuable asset and their greatest
management challenge. Therefore, managerial functions like planning,
organising, co-ordinating, commanding and controlling become essential. Thus,
given that quality learning depends on the recruitment, retention and
development of professional teachers, effective personnel management procedures
are essential, preconditions 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.
Alabi
(2000) opined that personnel management encourages making the best use of the
skills and capabilities of all those employed in the organisation with a view
to attaining the potentials of individual employees and organisational goals
and objectives. It is the management of people at work. Thus, it is otherwise
referred to as human resources management, concerned with the handling of
employment relationships and all activities that are employee-oriented or
centered. Management of personnel is the most sensitive aspect of management in
any discipline. Long administrative experiences show that it is easier to deal
with herds of cattle than directing two or more individuals. This is because,
the individual differs in the sequence of needs based on each workers learning
experience, cultural and economic background (Durosaro, 2000).Personnel
management is an ingredient for increased productivity in the educational
sector. All staff personnel services such as selection and promotion training
and staff welfare development and compensation should be geared towards getting
the best out of the work force. Strategies such as security of tenure of
employment, education and training motivation in wages and benefits are ways to
mobilise staff for increased productivity.
The poor performance of
secondary school students in both internal and external examinations these days
call for great concern. Over the past five years, Nigeria has consistently
recorded an annual less-than 50 percent success rate in the West African
Examination Council (W.A.E.C.). In 2010, it was reported that out of 1,351,557
students registered and only 337,071 which represents 23.36 % at least 5 credit
which include English and mathematics. It was only 471,474 (30.9%) out of
1,540,250 who registered in 2011 that have 5 credits.
In
2012, out of 1,672,224 students that registered, only 38.8% (649,156) made five
credits. In 2013 however, there was an increase with 64.26% (1,085,472) who
made 5 credits. In 2014, things fell apart again as only
529,425 representing 31.28 per cent obtained five credits in English and
Mathematics. It was the same story in 2015 as 616,370
candidates, representing 38.68 per cent obtaining five credits and above,
including English Language and Mathematics (WAEC), 2016.
It is generally
belief that students in private secondary schools performed way better than
their counterparts in government secondary schools. For instance, in the 2013 W
A E C, Master OgunfolajiOloruntoba, Miss FasolaIfeoluwapo and Miss Anyanwu
Maureen who emerged first, second and third respectively in Distinction/Merit
Award in the May/June 2013 WAEC are all from private secondary schools.
Ogunfolaji who made A1 in eight subjects including English and Mathematics
attendeda private secondary school named Sacred Heart Catholic School,
Abeokuta, Ogun State.
Fasola (2014) who
emerged second best, attended International School, University of Ibadan,
Ibadan, Oyo State while Miss Anyanwu Maureen Kelechi who came third attended
Loyola Jesuit College, Abuja. If all these students are from private secondary
schools, it implies that the teachers gave their best to the students in class,
and if the teacher gave their best, it then implies that the school managements
in a way motivated the teachers to give their best in the classroom. The big
question now is where are the students in Government secondary schools? Why is
it that their performance is not as excellent as their counterparts in private
secondary school?
In an attempt to provide
a lasting solution to the severity of our educational crisis, various scholars
have figured out certain factors responsible for the poor performance of
students in examination. Olateju (2009) identify some factors responsible for
severity of our educational crisis.
They
are;
1.
Insufficient preparation and coverage of
the syllabus by teachers;
2. Lack
of adherence to instruction by students;
3. Poor
comprehension due to poor reading culture;
4. Bad
handwriting and poor spellings on the part of students;
5. Shortage
of qualified teachers;
6. Inadequate
facilities;
7.
Poor human resource management on the part
of the owners of schools.
The
success of the school system like any other organisation no doubt is hinged on
the establishment of a conducive working environment geared towards the
advancement of the productive capacities of people at work. These capacities
are in the pursuit of achieving the educational objectives as well as
satisfying the need of the individual staff.
The primary aim of the school personnel management is to secure
sufficient numbers and categories of suitable teachers and support staff to
undertake the task of educating the students to the standard expected by the
students, the parents and the society at large. Thus, the quality of education
provided in schools depend directly on the capability, commitment and
motivation of the teachers together with significant number of non-teaching
staff employed in a variety of support roles.
This study therefore seeks to compare and contrast the personnel
management practices in both private and government owned secondary school with
Oyo state as the focal point.
Statement
of the Problem
Personnel management usually goes
beyond demand and supply of Human resources in an organisation. The existing
problem in this department triggered to malfunctioning of the department. There
are constraints such as individual, geographical and racial background,
occupational, cultural and industrial differences and legal influence on
employment decision which jeopardise their objective. In view of this, look
into the difference or similarities between personnel management in Public and
Private schools in Akinyele Local government Areas in Oyo State.
Parent
and various mass media within and outside Nigeria have complained severally
about the gradual decline in standard of education in the country as a whole
Oyo State in particularly. They attributed the ugly and scenario to
indiscipline among teachers and students. Government insensitivity, incompetent
school heads negligence to duty on part of parents and teachers, inadequate
funds, personnel school facilities and infrastructure etc. it is on the
strength of these speculation that this research project sought to find out the
problems facing the personnel administration of private and public secondary
schools in Akinyele Local Government Area of Oyo State. To a large extent their
success or failure, principal perform both administrative and supervisory
duties in their schools and because of their strategic duties, they face
numerous problem.
Ezeocha
(2002) identified examination malpractice drop out from schools immorality and
general fall in the standard of education as problems surrounding school heads
in their administrative leadership roles.
In
addition lack of effective leadership coordination and control, structural
organisational inadequacies including over centralisation of authority as a
problem facing the Nigeria educational system.
It is observed that school leader do
not make policy statements, by which decision and other administrative can be
taken prompt lying the secondary school system.
It
is the principal that translate the education policies, laws and regulations
into practical realities. Unfortunately most of them are incompetent because
they find it difficult to appraise the personnel effectively to achieve the
desired objectives. In view of this, the researcher looked into the differences
or similarities between personnel management in public and private secondary
schools in Akinyele local Government Area of Oyo State.
Purpose
of the Study
The
main purpose of the study is to examine management practices in private and
public Secondary Schools in Akinyele LG.A. Specifically, the Study aims at.
i.
Investigate the differences between human
resources planning in Public and Private Secondary Schools in Akinyele local
Government Secondary Schools.
ii.
Find out
the performance appraisal of the personnel in Public and Private
secondary schools in Akinyele L.G.A Secondary Schools.
iii.
Examine the development programmes for
personnel in Public and Private Secondary School in Akinyele L.G.A Secondary
Schools.
Research
Questions
The
Study will answer the following questions:
i.
How does human resources planning in
Public differs to that of Private Secondary Schools in Akinyele Local
Government Secondary Schools?
ii.
What is the difference between the
performance appraisal of the personnel in Public and Private secondary schools
in Akinyele L.G.A Secondary Schools?
iii.
Are there any difference between the
development programmes for personnel in Public and Private Secondary School in
Akinyele L.G.A Secondary Schools?
Research Hypotheses
The
following hypotheses will be formulated to guide the study.
Main Hypothesis
Ho:There
is no significant difference between personnel management practices in Public
and Private Secondary Schools in Akinyele L.G.A Secondary Schools.
Operational Hypotheses
Ho1:There
is no significant difference between resource planning in Public and Private
Secondary School in Akinyele L.G.A.
Ho2:There
is no significant difference between performance appraisal in Public and
PrivateSecondary Schools in Akinyele L.G.A. Private School in Akinyele L.G.A.
Ho3:
There is no significant difference between development programme in public and
private secondary schools in Akinyele L.G.A.
Scope of the Study
This study covers the entire
secondary schools in Akinyele Local government Area, Ibadan Oyo State. The
study employed Questionnaire as the major instrument to collect data for the
expected analysis. Descriptive survey method was used to guide the study, five
(5) private secondary school and five (5) public secondary school were selected
in the study area. 26 teachers in Public secondary and 35 teachers in the
private secondary schools are selected. This makes the total population for the
study to be three hundred and five (305), out of which we only sample 120 for
precision and accuracy in order to investigate the exact analysis of personnel
management practices in public and private schools in Akinyele Local Government
Area of Oyo-State. Sample Size was picked on random scale Yamane (1990). A
researcher designed questionnaire will be used to collect information from the
respondents. The study is limited only to the principals and vice principals of
private and public secondary schools in the Local Government Area of Akinyele,
Oyo State
The study focus on the comparative
Analysis of Personnel Management practices in public and private secondary
schools in Akinyele Local Government area of Oyo State. It is design to provide
baseline information of personnel management towards effective personnel
management in public and private secondary schools in Akinyele Local Government
in order to increase efficient and effective performance of personnel in
Secondary Schools. The study is carried out within the year 2017.
Significance of the Study
The
significance of this research work is to serve as an exposure to the personnel
management practices in both public and private secondary schools. This will
give a better understanding of what is expected of who in the system,
prospective teachers, educational administrators and managers and policy
makers. The findings of the study will also serve as a guide towards an
effective personnel management practices in public and private secondary
schools. Moreover, this finding will benefit prospective teachers, educational
administrator, managers and policy makers in the following way. No educational
system may rise above the quality of its teachers (FRN, 2004) Therefore,
acquiring teacher services, developing their skills motivating them to high
level of performance will ensure that they continue to maintain their
commitment to the organisation in order to achieve the organisational goal.
To
educational administrators and managers, the finding will help them to
stimulate and promote competent workforce in order to make their fullest
contribution to the development of the school. It will also help the
administrators to solve the problems and the grievances of people at work
effectively and also help the workers to develop their potential fully through
the administrative incentive plans.
This finding will help the policy
makers to make a policy that will favour the entire employee irrespective of
their race, creed, colour or sexual orientation. It will also help them in the
formation of policies governing talent acquisition and retention, wages &
salary, administrative welfare activities and interpreting personnel policies
in an appropriate manner.
Practices in both
public and private secondary schools. Thus, the attainment of educational
objectives made a possibility taking into consideration the availability of
human and material resources and its utilization.
Operational
Definition of Terms
The following terms
would be operationally defined:
Performance
Appraisal:-refers to evaluation of an employee’s
current and or past performance along with his/her performance standard in
Public and Private secondary schools in Akinyele LGA, Oyo State
Resource
Planning:-refers to process by which the principal ensures that
the right personnel, who are capable of completing those tasks that help the
school to achieve its objectives in Public and Private secondary schools in
Akinyele Local Government Area Oyo State
Development
Programme:-refers to employee growth and future
performance rather than an immediate job role in the school system in Public
and Private secondary schools in Akinyele
Local Government Area Oyo State
Personnel
management:- refers to an administrative discipline of
hiring and developing employees that
include recruitment, performance appraisal,
resource planning and development programme in Public and Private
secondary schools in Akinyele Local
Government Area Oyo State.
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