This is a complete donwloadable project materials on A Comparative Analysis Of Personnel Management Practices In Public And Private Secondary Schools In Nigeria from chapter one to five
ABSTRACT
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The study investigate personnel management Practices 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 respondents. The instrument used for the study was questionnaire tagged (PMPPPSS) with 14 items for both principals and vice principals.
Thus, it was concluded that opportunities should be given to teachers to develop their potential and this can also be achieved by recognising the individual worth of teachers, this will in turn lead to effective school administration and personnel management. One main hypothesis and three operational hypotheses were formulated and tested for this study. The findings revealed that:
- There was significant difference between personal management practices in public and private secondary schools in Akinyele L.G.A.
- There was significant difference between resource planning in public and private secondary schools in Akinyele L.G.A.
- There was significant difference between performal appraisal in public and private secondary schools in Akinyele L.G.A.
- There was significant difference between Development programme in pubic and private secondary schools in Akinyele L.G.A
Based on the findings, it was recommended that school management should ensure that teachers attend educational conferences, seminars in order to improve their teaching skills so as to be effective and efficient. Government should intensify its efforts in monitoring learning achievement in the type of schools and likewise provide schools with adequate facilities so as to enhance the quality, effectiveness and efficiency of teachers in Nigerian secondary schools.
 In addition, teachers need motivation particularly those in Public Schools for improvement and this should be provided by the government with all the necessary incentives such as adequate salaries, good working conditions and other fringe benefits that compete favourably with what obtains in other professions.
TABLE OF CONTENTS
Title Page
Certification
Dedication
Acknowledgment
Abstract
Table of Contents
CHAPTER ONE: INTRODUCTION
Background to the Study
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 LITERATUREÂ Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â
Concept of Personal management
Concept of public and private secondary schools
Differences between public and private secondary schools
Empirical studies
Appraisal of Literature Reviewed
CHAPTER THREE: RESEARCH METHODOLOGYÂ Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â
Research Design
Population Sample and Sampling Technique
Research instrument (s)
Validity and Reliability of the instrument (s)
Procedure for Data Collection
Method of Data Analysis
CHAPTER FOUR: PRESENTATION, ANALYSIS OF DATA AND DISCUSSION
Data Analysis
Hypothesis Testing
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
Summary of findings
Conclusions
Recommendations
REFERENCES
APPENDICE
CHAPTER ONE
INTRODUCTION
Background to the Study
This 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, these are, human and material.
If critically examined and analysed, the human resources in the school system would comprise all men and women within the school system from the principal to the school gate-man. (Alabi, 2000). It then becomes the responsibility of the management to organise and mobilise these human resources for effective achievement of the institutional goals and objectives.
The degree of the effectiveness (goal attainment) with which people work harmoniously together for the attainment of the goals of an enterprise, the efficiency of the tools and devices they use, and the skills with which they use these tools and devices are all indicative of the efficiency of the management of the enterprise. Educational resources just like the business resources are four, these are: money, material, machine and man.
The main difficulty in management is the organisation of people into co-operative teams in order to use the non-human resources effectively and efficiently. This co-ordination of human efforts is a common element, or in fact, the fundamental task in all administration.
According to Alabi (2000), human resources available to schools constitute their most valuable asset and their greatest management challenge. Therefore, managerial functions like planning, organising, co-ordinating, commanding and controlling become essential.
Thus, given that quality learning depends on the recruitment, retention and development of professional teachers, effective personnel management procedures are essential, preconditions for the employment and continual development of adequately qualified and dedicated staff that would promote an optimum level of performance towards the provision of quality education.
Alabi (2000) opined that personnel management encourages making the best use of the skills and capabilities of all those employed in the organisation with a view to attaining the potentials of individual employees and organisational goals and objectives. It is the management of people at work. Thus, it is otherwise referred to as human resources management, concerned with the handling of employment relationships and all activities that are employee-oriented or centered.
Management of personnel is the most sensitive aspect of management in any discipline. Long administrative experiences show that it is easier to deal with herds of cattle than directing two or more individuals. This is because, the individual differs in the sequence of needs based on each workers learning experience, cultural and economic background (Durosaro, 2000).Personnel management is an ingredient for increased productivity in the educational sector.
All staff personnel services such as selection and promotion training and staff welfare development and compensation should be geared towards getting the best out of the work force. Strategies such as security of tenure of employment, education and training motivation in wages and benefits are ways to mobilise staff for increased productivity.
The poor performance of secondary school students in both internal and external examinations these days call for great concern. Over the past five years, Nigeria has consistently recorded an annual less-than 50 percent success rate in the West African Examination Council (W.A.E.C.). In 2010, it was reported that out of 1,351,557 students registered and only 337,071 which represents 23.36 % at least 5 credit which include English and mathematics. It was only 471,474 (30.9%) out of 1,540,250 who registered in 2011 that have 5 credits.
In 2012, out of 1,672,224 students that registered, only 38.8% (649,156) made five credits. In 2013 however, there was an increase with 64.26% (1,085,472) who made 5 credits. Â Â In 2014, things fell apart again as only 529,425 representing 31.28 per cent obtained five credits in English and Mathematics. It was the same story in 2015 as 616,370 candidates, representing 38.68 per cent obtaining five credits and above, including English Language and Mathematics (WAEC), 2016.
It is generally belief that students in private secondary schools performed way better than their counterparts in government secondary schools. For instance, in the 2013 W A E C, Master Ogunfolaji Oloruntoba, Miss FasolaIfeoluwapo and Miss Anyanwu Maureen who emerged first, second and third respectively in Distinction/Merit Award in the May/June 2013 WAEC are all from private secondary schools. Ogunfolaji who made A1 in eight subjects including English and Mathematics attendeda private secondary school named Sacred Heart Catholic School, Abeokuta, Ogun State.
Fasola (2014) who emerged second best, attended International School, University of Ibadan, Ibadan, Oyo State while Miss Anyanwu Maureen Kelechi who came third attended Loyola Jesuit College, Abuja. If all these students are from private secondary schools, it implies that the teachers gave their best to the students in class, and if the teacher gave their best, it then implies that the school managements in a way motivated the teachers to give their best in the classroom.
The big question now is where are the students in Government secondary schools? Why is it that their performance is not as excellent as their counterparts in private secondary school?
In an attempt to provide a lasting solution to the severity of our educational crisis, various scholars have figured out certain factors responsible for the poor performance of students in examination. Olateju (2009) identify some factors responsible for severity of our educational crisis.
They are;
- Insufficient preparation and coverage of the syllabus by teachers;
- Lack of adherence to instruction by students;
- Poor comprehension due to poor reading culture;
- Bad handwriting and poor spellings on the part of students;
- Shortage of qualified teachers;
- Inadequate facilities;
- Poor human resource management on the part of the owners of schools.
The success of the school system like any other organisation no doubt is hinged on the establishment of a conducive working environment geared towards the advancement of the productive capacities of people at work. These capacities are in the pursuit of achieving the educational objectives as well as satisfying the need of the individual staff.
The primary aim of the school personnel management is to secure sufficient numbers and categories of suitable teachers and support staff to undertake the task of educating the students to the standard expected by the students, the parents and the society at large.
Thus, the quality of education provided in schools depend directly on the capability, commitment and motivation of the teachers together with significant number of non-teaching staff employed in a variety of support roles. This study therefore seeks to compare and contrast the personnel management practices in both private and government owned secondary school with Oyo state as the focal point.
Statement of the Problem
Personnel management usually goes beyond demand and supply of Human resources in an organisation. The existing problem in this department triggered to malfunctioning of the department.
There are constraints such as individual, geographical and racial background, occupational, cultural and industrial differences and legal influence on employment decision which jeopardise their objective.
In view of this, look into the difference or similarities between personnel management in Public and Private schools in Akinyele Local government Areas in Oyo State.
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