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Complete Project – IMPACT OF PERSONNEL MANAGEMENT ON TEACHER’S JOB PERFORMANCE

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ABSTRACT

This study investigated the impact of personnel management on the performance of teachers in secondary schools in Katsina L.G.A. in Katsina State, Nigeria. Six objectives were formulated among which are to: examine the impact of in- service training on the performance of teachers in secondary schools and ascertain the impact of conference on the performance of teachers in secondary schools. Six research questions and six hypotheses were also formulated in line with the objectives of the study. The research design used for this study is descriptive survey design. The population of the study comprises 31 supervisors, 64 principals and 1814 teachers, making the total of 1909. Stratified sampling technique was used to determine the sample size in case of principals, teachers and zonal educational supervisors, the sample used for the study are 6 principals, 10 supervisors and 203 teachers making the total of 219 respondents. A self-developed questionnaire was used to collect relevant data. The instrument was validated by the researcher‟s supervisors and other experts in the department of Educational Foundations and Curriculum. The instrument was pilot tested and a reliability index of 0.945 was obtained. The six (6) hypotheses formulated for the study were tested using Analysis of Variance (ANOVA). Five null hypotheses were accepted (retained) and one was rejected. The results showed that in-service training, conferences, seminars, symposium and mentoring have improved the performance of teachers in secondary schools in Katsina L.G.A. in Katsina State. However, from the findings, it revealed that workshops were not properly carried out by the teachers in secondary schools in Katsina L.G.A. that led to the rejection of the hypothesis. In view of the findings of the study, recommendations were made among which were that government and school administrators should encourage teachers in secondary schools in Katsina L.G.A. to go for in-service training in order to enhance high performance in the classroom. Also, Policy on the conduct of conference should be strengthened to enable teachers benefit further from such training because of its effectiveness on the performance of teachers in secondary schools in Katsina, Katsina State.

TABLE OF CONTENT

ABSTRACT

CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF STUDY

1.2 STATEMENT OF PROBLEM

1.3 OBJECTIVES OF THE STUDY

1.4 RESEARCH QUESTIONS

1.5 RESEARCH HYPOTHESES

1.6 SIGNIFICANCE OF STUDY

1.7 SCOPE OF STUDY

1.8 LIMITATION OF STUDY

1.9 DEFINITION OF TERM

CHAPTER TWO

REVIEW OF RELATED LITERATURE

Concept of Personnel management

Theoretical Framework

Importance of Personnel management

Types of Personnel management Programmes

Empirical Studies

CHAPTER THREE

RESEARCH METHODOLOGY

Research Design

Population of the Study

Sample and Sampling Techniques

Instrumentation

Pilot Study

Reliability of the Study

Procedure for Data Collection

Procedure for Data Analysis

CHAPTER FOUR

DATA ANALYSIS, RESULTS

AND DISCUSSION

Bio-Data of Respondents

Opinions of Respondents on Research Questions

Hypotheses Testing

Discussion of the Findings

CHAPTER FIVE

SUMMARY, CONCLUSION AND

RECOMMENDATIONS

Summary

Conclusion

Recommendations

REFERENCES

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 OBJECTIVES OF THE STUDY

Examine the impact of in-service training on the performance of teachers in secondary schools in Katsina L.G.A., Katsina
Ascertain the impact of conference on the performance of teachers in secondary schools in Katsina L.G.A., Katsina
Assess the impact of workshop on the performance of teachers in secondary schools in Katsina L.G.A., Katsina
Determine the impact of seminars on the performance of teachers in secondary schools in Katsina L.G.A., Katsina
Examine the impact of symposium on the performance of teachers in secondary schools in Katsina L.G.A., Katsina
Examine the impact of mentoring on the performance of teachers in secondary schools in Katsina L.G.A., Katsina

1.4 RESEARCH QUESTIONS

Is there impact of in-service training on the performance of teachers in secondary schools in Katsina L.G.A., Katsina State?
To what extent do conferences have impact on teachers‟ performance in secondary schools in Katsina L.G.A., Katsina State?
To what extent does workshop have impact on teachers‟ performance in secondary schools in Katsina L.G.A., Katsina State?
What is the impact of seminar on teachers‟ performance in secondary schools in Katsina L.G.A., Katsina State?
What is the impact of symposium on teachers‟ performance in secondary schools in Katsina L.G.A., Katsina State?
What is the impact of mentoring on teachers‟ performance in secondary schools in Katsina L.G.A., Katsina State?

1.5 RESEARCH HYPOTHESES

There is no significant difference in the opinions of principals, teachers and zonal inspectors on the impact of in-service training on the performance of teachers in secondary schools in Katsina L.G.A., Katsina
There is no significant difference in the opinions of principals, teachers and zonal inspectors on the impact of conference on the performance of teachers in secondary schools in Katsina L.G.A. Dealta
There is no significant difference in the opinions of principals, teachers and zonal inspectors on the impact of workshop on the performance of teachers in secondary schools in Katsina L.G.A., Katsina
There is no significant difference in the opinions of principals, teachers and zonal inspectors on the impact of seminar on the performance of teachers in secondary schools in Katsina L.G.A., Katsina
There is no significant difference in the opinions of principals, teachers and zonal inspectors on the impact of symposium programmes on the performance of teachers in secondary schools in Katsina L.G.A., Katsina

.6. There is no significant difference in the opinions of principals, teachers and zonal inspectors on the impact of mentoring programmes on the performance of teachers in secondary schools in Katsina L.G.A., Katsina State.

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 in 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 Katsina local Government Area of Katsina State; the study will cover the extent teacher’s personnel management operational framework determines of teachers’ productivity in secondary schools in 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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