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A Comparative Analysis Of Personnel Management Practices In Public And Private Secondary Schools
[A CASE STUDY OF AKINYELE LOCAL GOVERNMENT AREA]
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The institute of personnel management (2000) defined personnel management as “that part of management concerned with people at work and their relationships within an enterprise. Its aim is to bring together and develop into an effective organisation the men and women who make up an enterprise and having regard for the well being of the individual and the working groups, to enable them to make their best contributions to its success. Niven in Ezeani (2002) upheld that “personnel management is the responsibility of all those who manage people as well as being a description of the work of those who are employee as specialistâ€. Pigors and Myers (1983), opined that personnel management is a set of staff function but also a managerial responsibility.
Northcott (2001) stipulated the relationship between the general structure of management and the specialised form of personnel or human resource management thus: Personnel management is an extension of general management. Prompting stimulating every employee to make his fullest contribution to the purpose of the business. It is an advisory service and a staff with no obvious authority except that which arises from its terms of and the knowledge and skill of the adviser. It becomes as a function, that is, a body of duties brought together as the of one person and carried out wherever they occur in the establishment.
Human Resource Management Functions
In general, human resources management aims to increase contributions of employees in organisations. Those contributions are new ideas, productively working and success. Human resources managementbe responsible for social aims,this means human resources managers should behave fairly to social ethical norms and at the same time they should minimise the negative forces on organisations because of their demands from organizations. Human resources management is also responsible for organizations this it can be guessable from the concept.
Their aims firstly establish fairly and higher standards of working places for every worker. Robinson (2003) defined HRM role is the provision of assistance in HRM issues to line employees, or those directly involved in producing the organisation’s goods and services. Acquiring people’s services, developing their skills, motivating them to high levels of performance, and ensuring their continuing maintenance and commitment to the organisation are essential to achieving organisational goals. The authors proposed an HRM specific approach as consisting of four functions.
1. Staffing,
2. Training and development,
3. Motivation, and maintenance.
In addition, Bratton and Gold (2003) defined HRM as the strategic approach to managing employment relations which emphasises that leveraging people’s capabilities is critical to achieving sustainable competitive advantage. This is achieved through a distinctive set of integrated employment policies, programs and practices.
The authors presented HRM functions as planning, recruitment and selection, appraisal and performance management, reward management, development, employee relations, health and safety, and union-management relations (Bratton & Jeffrey, 2003).Dessleret.al (2005) opined that function of HRM include assisting the organisation in attracting the quality and quantity of candidatesrequired with respect to the organisation’s strategy and operational goals, staffing needs, and desired culture. Helping to maintain performance standards and increase productivity through orientation, training, development, job design, effective communication, and performance appraisal. Helping to create a climate in which employees are encouraged to develop and utilise their skills to the fullest. Helping to establish and maintain cordial working relationship with employees. Helping to create and maintain safe and healthy work environment. Development of programs to meet economic, psychological, and social needs of the employees. Helping the organisation to retain productive employees and ensuring that the organisation complies with provincial/territorial and federal laws affecting the work place such as human rights, employment equity, occupational health and safety.
Appraisal of Literature Reviewed
Personnel/ human resources practices and employee’s performance.In today’s modern competitive business environment, organisations are facing emerging challenges in the form of acquisition and optimisation of human resource. In the bid to surmount these challenges, there has generally been a need for a comprehensive Human Resource Management (HRM) practices to translate organisation’s human resources into a sustainable competitive advantage.The success of most, if not all, organisations depend on its human resource. Khan (2010), asserted thatin an energetic business atmosphere, there is the need for an approach to achieve better performance, to originate and implement HRM practices. This realisation reinforces the critical role HRM practices play in this globally modern and increasingly competitive business landscape.
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ABSRACT - [ Total Page(s): 1 ]ABSTRACTThe 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 responde ... Continue reading---
QUESTIONNAIRE - [ Total Page(s): 2 ]QUESTIONNAIREDEPARTMENT OF EDUCATIONAL MANAGEMENTUNIVERSITY OF ILORIN PERSONNEL MANAGEMENT PRACTICES IN PUBLIC AND PRIVATE SECONDARY SCHOOLS (PMPPPSS)This questionnaire is designed to obtain information on personnel management practices in secondary schools. Please, read through all the questions and answer as appropriate with all objectivity. Be assured that responses will be treated confidentially, and will be used only for this study.Thanks for your anticipated co-operationYours faithfully,AK ... Continue reading---
TABLE OF CONTENTS - [ Total Page(s): 1 ]TABLE OF CONTENTS Title Page Certification Dedication Acknowledgment Abstract Table of Contents CHAPTER ONE: INTRODUCTIONBackground to the Studyn Statement of the Problem Purpose of the study Research Questions Research Hypothesis Scope of the study Significance of the study Operational Definition of Terms CHAPTER TWO: REVIEW OF RELATED LITERATURE Concept of Personal management Concept of public and private secondary schools Differences between public and privat ... Continue reading---
CHAPTER ONE - [ Total Page(s): 4 ]CHAPTER ONEINTRODUCTIONBackground to the StudyThis 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, thes ... Continue reading---
CHAPTER THREE - [ Total Page(s): 1 ]CHAPTER THREERESEARCH METHODOLOGYThis chapter focuses on the design of the research and procedures that was adopted in the collection of data used in answering the research questions formulated for this study. It specifically focuses on the population of the study, sampling procedure, instrumentation and the method of the data analysis.This study is aimed at comparing personnel management practices in public and private secondary schools in Akinyele Local Government Area of Oyo State.Research De ... Continue reading---
CHAPTER FOUR - [ Total Page(s): 4 ]Ho3: There is no significant difference between development programme in public and private secondary schools in Akinyele Local Government Area secondary schools, Oyo StateTable 4 shows a calculated t-value of 6.874 is greater than the critical t-value of 1.74 at 0.05 level of significance for 118 degrees of freedom. Therefore, the hypothesis which states that there is no significant difference between development programme in public and private secondary schools in Akinyele Local Governme ... Continue reading---
CHAPTER FIVE - [ Total Page(s): 2 ]RecommendationsIn the light of the foregoing discussion it is hereby recommended that.1. School management should ensure that teachers in both public and private schools attend educational conferences, seminars in order to improve on their teaching skills so as to be effective and efficient.2. The teachers in private and public schools need motivation particularly those in public schools for improvement and this should be provided by the government with all the necessary incentiv ... Continue reading---
REFRENCES - [ Total Page(s): 2 ]REFERENCESAcquaah, M (2004). Human factor theory, organizational citizenship behaviors and human resources management practices: An integration of theoretical constructions and suggestions for measuring the human factor, Review of human factor studies, 10(1), 118-151, Ahmad & Schroeder, R.G., (2003). “The impact of human resource management and Organizational Effectiveness in the Public and private Sector: An Empirical Comparisonâ€, International Journal of Managing Human Resources ... Continue reading---
