ANALYSIS ON THE ROLE OF HUMAN RESOURCES MANAGEMENT IN PUBLIC SECONDARY SCHOOL EFFECTIVENESS
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Business success is the result of a number of factors, including the caliber of infrastructure and human resources available to the organization’s managers to coordinate the various resources and activities of the company toward goal attainment through management. The creation and application of strategic concepts to the management decision-making process characterizes an efficient coordination of institutional resources, including human capital and material resources. The achievement of an institution’s goals and mission statement requires the effective and efficient implementation of management objectives and functions, as well as the values that support and encourage resource allocation and coordination. When leaders emerged and were accepted by the group as such, they had dominance and control over the others.
group; this is a component of management and results in the accomplishment of the designated group goals. In administration as well as in institutions, management is a dynamic process.
According to Effiong (1995), management can be explicitly defined as the process of accomplishing tasks through the use of people by organizing, directing, coordinating, and controlling their actions in order to achieve goals. A manager is required to provide direction and oversee every employee in a company because human resources play a crucial role in production and because people are unpredictable. The efficiency of an organization’s workforce has a significant impact on the organization’s ability to adapt, maintain, and grow in the face of changing conditions.
employed and managed. This is due to the fact that an organization’s most important and valuable assets are its human resources, which include all individuals, regardless of their role or rank, who are involved in any of the organization’s operations.
Human resources management (HRM), according to Health field (2014), is the area of an organization that concentrates on hiring, managing, and directing employees. For the rest of the business to run smoothly, the HRM department provides information, tools, training, administrative services, coaching, legal and management counsel, and talent management oversight. They are given oversight responsibilities to make sure that their organization empowers people and builds teams effectively. According to Tracey (2015), human resources are the people who hire and instead of managing the company’s financial and material resources, an organization needs to be managed. Human resources are people who hold positions with businesses. The fact that people are an organization’s most valuable resource makes human resources important. According to Tracey (2015), the term “human resources” (HR) also refers to the division or functional area where employees are responsible for providing HR services to the rest of the company. People are a benefit to every business. Employees need to be hired, content, motivated, developed, and retained. For an ideal strategy to be successfully put into practice, people or individuals need to be inspired or motivated. Most employees need to be convinced, managed, directed, or threatened with consequences in order to accomplish organizational goals. People now play a crucial role in achieving goals, as a result.
Because all organizational activities are determined by the individuals who comprise the organization, whether they are willing or coerced to work, and because the organizational infrastructure is ineffective without human effort and direction, good organizational structure does not always imply improved performance and increased productivity.
The administration of secondary schools and educational institutions are affected, though.
As a teaching-learning institution, teachers have a significant impact on the educational environment. The effectiveness of secondary school teachers and their level of job satisfaction are indicators of educational quality. Teachers have been shown to have a significant impact on students’ academic performance and to play a crucial role in the standards for education, according to Afe (2021).
is ultimately in charge of putting policy into practice and establishing principles based on experience in interactions with students. The appointment, promotion, retention, and successful planning of measures to ensure that teachers are given opportunities for professional development to reflect on their work performance and service delivery are all aspects of the responsibility of school administrators or managers in the area of human resource management. Like any other organization or institution, the success of school administration depends on creating an environment that is conducive to increasing workers’ productive abilities. A leader who will coordinate, manage, and direct both human and nonhuman resources appropriate to the schools is necessary to produce the desired results.
Effiong (2015) claims that human
The term “resource management” describes the people in charge in a business. The most important data about employees in a company, according to Olayote (2016), is a verified assessment of their level of job satisfaction and the process of motivating them to freely perform better in the pursuit of organizational goals. Since low motivation would undoubtedly have an impact on students’ academic performance and achievements, school administrators should take all reasonable steps to ensure that instructors are happy with their jobs. According to Nwogbo, teachers need to be motivated at work in order to be dedicated and have a positive impact on the teaching and learning process in schools (2021).
SITUATION OF THE PROBLEM
The idea of improving teachers’ job performance and productivity takes a variety of factors into account. in the workplace that are dependent on and should be provided by the school administration. In order to ensure increased productivity and improve the quality of secondary school education standards, these various elements include factors such as a good working environment, infrastructural facilities, instructional material, teaching aids, job satisfaction, motivation, rewards, staff training and development programs, and so on. In general, Akindele (2022) stated that satisfying every single teacher at work is difficult. However, in addition to the monthly salary or compensation, various incentives such as promotion, bonuses, prizes, and so on will satisfy and inspire instructors, encouraging higher performance. The responsibility for coordinating and administering a school’s human capital and material resources falls entirely on the shoulders of the school.
administration.
Unfortunately, insecurity and constant change in educational programs, purposes, and objectives have pla
effectiveness . The study, on the other hand, aims to:
i. Investigate the functions and roles of human resource management in public secondary schools.
ii. Investigate human resource management leadership styles and secondary school teacher productivity.
iii. Evaluate how human resource managers in schools can motivate teachers and the impact on improving secondary school quality education effectiveness.
1.4 QUESTIONS FOR RESEARCH
i. What are the functions of human resource management in order to ensure the effectiveness of the public secondary school system?
ii. Do secondary school principals’ and vice principals’ leadership styles influence the productivity level of teachers’ performance in public secondary schools?
iii. What are the various ways in which school principals motivate teachers in public secondary schools to improve secondary education quality?
How effective is your school?
1.5 THE STUDY’S IMPORTANCE.
The study is being conducted to shed light on the working conditions of teachers in Lagos state’s public secondary schools. The study’s findings can be useful to both private and public school administrators. A public secondary school administration that recognizes the value of its human resources in the successful and productive operation of the school will ensure that teachers are well managed, sustained, and utilized. Furthermore, it would benefit the government and policymakers in education matters such as teacher recruitment, placement, training, welfare, and development. There will be well-defined structures in terms of responsibilities, functions, and roles that each individual plays in the school’s success. with an effective structure and system
Areas of management weakness can be easily identified, corrected, and improved. The study’s findings will be important in monitoring and assessing teachers’ professional conduct toward job descriptions and satisfactory service delivery. The teachers will be able to evaluate themselves in terms of dedication, commitment, discipline, and job performance as a result of this study, and will be able to improve on areas of weakness. Because of its contributions to quality education services, this study will benefit the general public, particularly parents.
1.6 STUDY OBJECTIVES
The study concentrated on the role of human resource management in the effectiveness of public secondary schools. The study included selected public secondary schools in the Bwari Area Council of the Federal Capital Territory of Abuja.
1.7 THE STUDY’S LIMITATIONS
As in every human being The researchers encountered minor constraints while conducting the study. The significant constraint was the scarcity of literature on the subject because it is a new discourse, so the researcher incurred more financial expenses and spent more time sourcing for relevant materials, literature, or information and in the data collection process, which is why the researcher resorted to a limited sample size covering only public secondary schools in education Bwari Area Council in FCT Abuja. As a result, the findings of this study cannot be generalized to other public secondary schools in other Nigerian states. Furthermore, the researcher’s involvement in this study while also working on other academic projects will impede maximum dedication to the research. Nonetheless, despite the
All factors were downplayed in order to give the best and make the research successful despite the constraints encountered during the research.
1.8 TERM DEFINITION
The following terms are operationally defined:
Human Resources management is a function within an organization that focuses on the recruitment of management and the direction of the people who work there.
Human Resources: the people who staff and operate an organization, as opposed to an organization’s financial and material resources.
Management is the process of getting things done through people by planning, organizing, directing, coordinating, and controlling their activities in order to achieve goals.
System: the style or pattern used by school administrators in carrying out their managerial responsibilities.
Teachers are academic staff members who work in schools.
the responsibility for educating students
Productivity is an average measure of teachers’ efficiency in their job performance.
Job Satisfaction: indicates how satisfied and content teachers are with their jobs and working conditions.
Motivation is the process of stimulating teachers’ desire and output to be committed and continually interested in their job through rewards and incentives.
School Effectiveness: It includes the school’s peaceful environment, good student academic and behavioral performance, and the staff’s positive attitude toward teaching, among other things.
gued Nigeria’s education system. Strikes and school closures have occurred as a result of periodic changes in government, as observed by Umar (2021). Buildings, equipment, and instructional materials are becoming increasingly scarce, and school enrollment in public secondary schools is rapidly outgrowing management’s ability to govern it effectively and efficiently. Teachers are forced to work in a deplorable and hostile educational environment, and as a result, they appear dissatisfied, frustrated, uninspired, and unmotivated in their chosen profession. However, the unsatisfactory state of Nigeria’s secondary school education system, particularly in Bwari Area Council, has invariably resulted in mass failure of students in both internal and external examinations, which continues to this day.
examination malpractice, and student cheating in examination halls. Constant teacher strike actions, a high attrition rate, and a poor work attitude among instructors are also indicators of an unacceptable state of academic morale and a failing standard in the school system. Untimely school closures, exam malpractices, absenteeism, truancy, and high teacher turnover have all been attributed to poor and ineffective human resource management in most secondary schools due to a lack of proper planning, directing, co-coordinating, and incentive and rewards. Against this backdrop, this study seeks to examine the role of human resource management in the effectiveness of public secondary schools.
1.3 THE STUDY’S OBJECTIVES
The study’s overarching goal is to examine the role of human resource management in public secondary schools.
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