Personnel Management Practice And Teachers Job Satisfaction
[A CASE STUDY OF ILORIN SOUTH LOCAL GOVERNMENT AREA OF SECONDARY SCHOOL, KWARA STATE.]

CHAPTER TWO
REVIEW OF RELATED LITERATURE
    This chapter presents the review of the related literature  and it hope to consider the following areas:
a.    Concept  of personnel management
b.    Personnel management in relation to the school system
c.    The concept of job satisfaction
d.    Moral and job satisfaction
e.    Personnel management practices and teachers job satisfaction
f.    Job satisfaction and student academic achievement
g.    Appraisal of literature
Theoretical background of the study
The management of human resources in education is important because of its role in the achievement of educational objectives. Personnel  management otherwise referred to as human resources management is one of the most complex and challenging  field of endeavour. Odenu, Iyede (1995) defined it as involving planning, leading, directing and number of other activities  in order to achieve efficient utilization of human resources. He goes further that it involves integrating society’s need with educational objective among other things.
Gibson, (1995), defined it as acquisition of personnel and co-ordination of performance  within the organization. Peretomode (1995), sees personnel management  as a functional area of specialization and it is concerned with recruitment, selection and discipline to mention only but a few. Ogunsaju (1998) sees personnel management as the effective mobilization of human resources based upon appropriate recruitment , selection, training and placement of appointed staff in order to achieve the organization’s laid down  goals and objectives. Oyedeji (2012, sees personnel management as the effective use of human resources in an organization through the management of people and related activities  to achieve the organization objectives.
Personnel management is however not a means of manipulating employees and getting the best returns from them, rather it is series of  procedures through which the education enterprise may establish common goals and may work most effectively towards the goal attainment.
It could also be the process of developing, applying, stimulating, maintaining, creating and evaluating policies, procedures, methods and programmes relating to individuals in the organization with a view of achieve organizational  objectives.
Glueck (1978), defined it as the function of all enterprises which provide for effective utilization of human resources to achieve both the objective of the enterprises  and satisfaction and development of the employees.
Schuler and Zubutaky (1982), equally  defined it as  a set of  functions and activities to be used in the management of  human resources in a fair, affirmative and efficient  manner for the benefit to the organization, the individual and the society in a given organization and  even education. Riches and  Morgan (1989), view that human resources in any  organization  education or otherwise is a part of the process of management  in general but is focused on the people side of management , seeking to ensure that the objectives of the organization are met. Livy (1993), put it as the practice of managing  people at work.
Armstrong (1991), views personnel management as that which encourage making the best use of the skill and capabilities of all those employed in the organization  with a view to attaining  the potentials of  individual  and objectives. Betts (1994), is of the opinion that personnel  management strongly emphasized  treating demand competent selection and development of anyone. He further stressed that human resources specialist is more concerned  with policy, planning  and research as well as all the personnel activities ensuring that employees are deployed to  be the greatest possible  benefit to the employer and themselves, attaining appropriate  materials and physiological  rewards from their  work. Kreitner (1991), express the fact that personnel management  is mainly  concerned with  getting the right people for the right jobs at the  time for the ensuring that they remain on the job for the long.
Peretomode, (2001), sees personnel management as function  of all  enterprises which provides for effective utilization of human resources to achieve both the objectives of the enterprises and the satisfaction and development of the employees.