Full Project – HUMAN RESOURCE DEVELOPMENT AND TEACHERS’ PRODUCTIVITY IN ABEOKUTA SOUTH LOCAL GOVERNMENT AREA SECONDARY SCHOOLS, OGUN STATE

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CHAPTER ONE

INTRODUCTION

1.1       BACKGROUND TO THE STUDY

Education is globally accepted as a vital tool for human development. It is equally an indispensable tool for enhancing economic growth and national development. Education is seen as a cornerstone of every development, forming the basis for literacy, skill acquisition, technological advancement as well as the ability to harness the natural resources of nation. Education is the process of facilitating learning or the acquisition of knowledge, skills, value, belief and habits. Education is a means by which the society ensures it stability. It is through the education system that young members of the society. Through education, individuals acquire usable and socially acceptable vocational skills with which one can be productive, which ensures individual and group survival. Importance of education tells us the value of education in our life. Education means a lot in everyone’s life as it facilitates our learning, knowledge and skill. It completely changes our mind and personality and helps us to attain the positive attitudes. The importance of education is described above justifies the recognition given to it by the Federal Government of Nigeria as stated in the National Policy of education that “the Federal Government of Nigeria has adopted education as an instrument par excellence for affecting national growth and development (Biodun, 2014). We must give importance to the education than other targets in life as it is the only source of real happiness in our life.

The development of any nation depends, to a very large extent, on the caliber, organization and motivation of its resources. In the specific cases of Nigeria, where diversity exerts tremendous influence on polities and administration, the capacity to increase the benefits and reduce the costs of this diversity constitutes a human resources management challenge of epic proportion in its public sector organizations (Adamolekun, 2015).

Human resource development is the framework for helping employees to develop their personal skills. Human resources development is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.

According to Armstrong and Baron (2016), human resources development is the organizational function that deals with issues related to people such as compensation, hiring, management performance, organization development, safety, wellness, benefits, employee motivation, communication, training and administration. Human resources development is also a strategic and comprehensive approach to managing people and the workplace culture and environment human resources development is essential for any organization that would like to be dynamic and growth-oriented. Unlike other resources, human resources have rather unlimited potential capabilities, which aim at creating such climate that can continuously identify, bring to surface, nurture and use the capabilities of people.

Human resources development covers a wide range of activities. Human resources main area of study focus on all aspect of developing the superior workforce so that the organization and individual employees can accomplish their work goals in rendering service to customers.

According to Leonard Nadler (2007), human resource development is a series of organized activities, conducted within a specialized time and designed to produce behavioural changes and to succeed in a fast-changing environment, organizations can become dynamic and grow only through the effort and competencies of their human resources. Employee capabilities must continuously be acquired, sharpened, and used. For this purpose, an “enabling” organizational culture is essential. When employees uses their initiative, take risks, experiment, innovate, and make things happen, the organization may be said to have an “enabling” culture.

Management must work with people and as a result of the importance that managers assign to people who must work with them, terms such “human resources” “human capital” are used to demonstrate the difference that people made in the performance of a manager and conquently the enterprise. Managers must concern themselves with an analysis of organizational behaviour, that is, interaction of people with the organization. Manager must have a basic understanding of human behaviour in all respects – especially in the context of work groups and organizations. Larger production and higher motivation can be achieved only through good human relation. The study of management must draw the concepts and principles of various behavioural sciences like psychology and sociology.

Human relations is the process of training employees, addressing, their needs, fostering a workplace culture and resolving conflicts between different employees or between employees and management (Petryni Matt, 2007), human relation at work can be a major part of what makes business work employees must frequently work together on projects, communicate ideas, and provide motivation to get things done. Without a stable and inviting workplace culture, difficult challenges can arise both in the logistics of managing employees and in the bottom line. Business and a well-trained work force are more likely to retain and attract qualified employees, foster loyalty, with customers and more quickly adapt to meet the needs of a changing work place.

Research finding of Korman (2017) have shown that the productivity of a school teacher is determined by three major factors which include the ability of a school teacher, the wiliness to work, and situational factors. The public secondary schools are responsible for providing the public with essential services by the government. The public sectors is referred to as the government sectors, whether the Federal, State or Local Government. Public sectors organization are which emerged as a result of government acting in the capacity of an entrepreneur particularly in school system (Obikeze and Authony, 2014) in this respect, this study investigated human resources development and teachers productivity in Abeokuta South Local Government Area of Secondary School, Ogun State.

1.2       STATEMENT OF THE PROBLEM

Human resources development in education with performance and outcome of the school system has also been explored in depth by the researcher. Human resources development comprises of two most important aspects of education and training education consists in learning activities that helps in transferring knowledge and skills from one generation to the next enabling people to take a job in the later future. It is said that, incentive pay plans positively and substantially affect performance of teacher if combined with innovative work practices like flexible jobs design, employee participation in problem solving teams, training to provide teachers with multiple skills, extensive screening and communication and employment security. The quality of an education system depends on the quality of the teachers and that qualitative education is a function of quality and quantity of teaching personnel within the system. Effective utilization of teacher is more important than its mere provision and that effectively utilized human resources of education to enhance better students’ academic performance.

The human resources development problem in public secondary schools lies in the fact that the ability of the administrations of these schools to properly harness the schools’ human resources to achieve administrative goals and objectives conveniently seems to be lacking, this is because teachers are only left out with classroom activities which makes them bore after lesson. This is informed by the tempo of series of disagreement between the staff and the school management on one hand and students with the management on the other hand. Conquently, there have been series of staff strike and students demonstration over the years due to poor human resources development in public secondary schools. This strike and demonstrations by teachers and students negate the effective administration of secondary school education.

Provision of both professionally qualified and non-qualified teachers by government also appears to ameliorate the problem of declining performances. The use of availability of teachers are put, seems to be a major impetus or the facilitators of high or low students’ academic performance. The public is apt as putting the blame on teachers, utilization rather than provision of qualified teachers. They are at the same time confused on why the students in the schools with less qualified teachers are doing better in term of performances.

Ikeagwu (2012), conducted that a different position and tackles organizational problems from different direction. It takes into account, activities like planning, monitoring, and control rather than mediation between staff, and the school management of a public school. James (2015), viewed that, more or less, in line with personnel functions human resource function, in that, they stated in their text, that human resources development involves every aspect of dealing with employee as resources as such as planning, staffing, training and development, performance appraisal, and compensation. Hence, this study was designed to determine the relationship between human resources development and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State as the gap the study filled.

1.3       PURPOSE OF THE STUDY

The main purpose of this study was to examine human resources development and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State. Specifically, the study aimed at the following:

1. To establish the relationship between rewards and teachers’ productivity in Abeokuta South Local Government Area Secondary School, Ogun State.
2. To examine the relationship between rewards and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State.
3. To find out the relationship between promotion and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State.
4. To establish the relationship between working condition and teachers’ productivity in Abeokuta South Local Government, Ogun State.
5. To make recommendations to teachers’ in Abeokuta South Local Government Area Secondary Schools, Ogun State.

1.4       RESEARCH QUESTIONS

The following questions were raised to guide the study.

1. To what extent has human resources development impact on teachers’ productivity in Abeokuta South Local Government Area Secondary School, Ogun State.
2. Do teachers undergo retraining and development in Abeokuta South Local Government Secondary School, Ogun State.
3. To what extent does reward enhance teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State?
4. Does promote improve teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State.
5. What is the level of working condition of teachers’ Abeokuta South Local Government, Ogun State.

1.5       RESEARCH HYPOTHESES

H0₁:                 There is no significant relationship between retraining and development of teachers and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State.

H0₂:                 There is n significant relationship between rewards and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State.

H0₃:                 There is no significant relationship between the working condition and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State.

H0₄:                 There is no significant relationship between promotion and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State.

1.6       SCOPE OF THE STUDY

The study examined human resources development and teachers’ productivity in Abeokuta South Local Government Area Secondary Schools, Ogun State. The study covered the sub-variables of retraining and development, rewards, working conditions and promotion. Human Resources Development and Teachers’ Productivity Questionnaire was used to gather information from the respondents. The study was limited to Ten (10) selected out of Eighteen (18) secondary schools in the local government. The study employed the use of descriptive and inferential statistics for data analysis.

1.7       SIGNIFICANT OF THE STUDY

One of the most valuable resource of an organization is the human resources. They are the initiators and controllers of all major activities. Therefore, development of human resources is equally important like that of marketing management, production management, financial management and operation management.

The significant of human resources development is to establish and maintain sound relation at all levels of the organization and to secure the effective use of personnel by ensuring such conditions of employment as well as to attain these personnel, social satisfaction which they tend naturally to seek within their working environment.

Therefore, the significant of this research work is to recommend to the department of human resources in Ministry of Education, educational planners and policy makers on the need of selection and recruitment of effective human resources, planning of its human resources, organizing, training and development programmes for its staff.

The importance of this study cannot be over emphasized the fact that without adequate resources, much cannot be achieved. Attempt is being made to look critically into the extent to which teachers are utilized to the educational system in Nigeria’s Secondary Schools serves as a determinant of learning outcomes.

The result of the research will be help to school administrators and those involved in educational planning as well as managers of educational institutions to find a better way of developing, managing and utilizing human resources (teachers) in their schools and to enhance effective administration of schools, teachers’ productivity as well as improve students’ academic performance.

The result will also help teachers to know the effort put by the principals in ensuring their welfare. It would motivate school human resources and utilization of secondary schools so as to achieve educational goals and objectives. The study will also serve as a guide to the Federal and State Government in recruiting qualified school administrators and teachers.

1.8       OPERATIONAL DEFINITION OF TERMS

The operational terms used in this study as defined as follows:

• Human Resources Development: This is refer to as the process of training employees, addressing their needs, fostering a work place culture and resolving conflicts between different employees and management. Human resources development is designed to improve, utilize, and manage job understanding, to promote more effective job performance, and establish future goals for career growth of teachers in terms of training and development, rewards, working conditions and attending workshop.
• Training and Development of Teachers: This refers to the seminars, workshops, and conferences that are organized for teachers so as to improve, develop and retrain them for a better performance.
• Reward: This refers to salaries, allowance, and other fringe benefits being paid to teacher for a job well done.
• Working Conditions: This refers to the working environment, working facilities and equipment like: desks, chairs, teaching aids, chalkboard for effective and efficient teaching and learning, different projectors, cameras, tape recorders for effective use of instructional material that needed in the classrooms.
• Promotion: This refers to the higher grade/job from a lower position to an upper grade so as to encourage the teachers to be more hardworking.
• Teacher’s Productivity: This refers to the ratio of output produced by the teachers, it is the increase rate of output in lesson delivery, classroom management and teaching methodology of the teacher.
• Secondary School: Secondary school is the next step up from primary school. It is an organization that provides secondary education or post primary education for individuals between the age of 12 to 18 years before the tertiary education.
• Local Government: A local government is a form of public administration which, in a majority of contexts, exist as the lowest tier of government.
• State: A state refers to the compulsory political organization with a centralized government that maintains a monopoly of the second level of government in the country.

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