Thesis Abstract

Abstract
Effective personnel management practices have a significant impact on teachers' job performance in educational settings. This research project aims to explore the relationship between personnel management strategies and teachers' job performance. The study will investigate how factors such as recruitment, selection, training, motivation, and support influence the job performance of teachers in schools. The research will utilize a mixed-methods approach, combining quantitative surveys and qualitative interviews with teachers and school administrators. The quantitative surveys will gather data on teachers' perceptions of personnel management practices and their job performance levels. The qualitative interviews will provide in-depth insights into the experiences and perspectives of teachers and administrators regarding personnel management and its impact on job performance. The findings of this study are expected to contribute to the existing literature on personnel management in educational settings and shed light on the specific strategies that can enhance teachers' job performance. By identifying effective personnel management practices, schools and educational institutions can improve teacher satisfaction, retention, and overall performance outcomes. The implications of this research are significant for school administrators, policymakers, and educators. Understanding the impact of personnel management on teachers' job performance can inform the development of targeted interventions and policies to support teachers and enhance their effectiveness in the classroom. By investing in personnel management strategies that prioritize teacher well-being, professional development, and job satisfaction, schools can create a positive work environment that fosters high levels of job performance and student achievement. Overall, this research project seeks to bridge the gap between personnel management practices and teachers' job performance in educational settings. By examining the relationship between recruitment, selection, training, motivation, and support, this study aims to provide valuable insights into the factors that influence teachers' performance and well-being. The findings of this research have the potential to inform evidence-based practices and policies that promote effective personnel management and support teacher success in schools.

Thesis Overview

1.0 INTRODUCTION

1.1 BACKGROUND OF STUDY

Organizations, whether profit-oriented or service oriented are designed to work towards achievement of set-goals. As workers (teachers) consciously contribute towards goals of the organization, they also have personal or group goals they expect to satisfy (Koko, 2005). Aide (2007) deposited that of all tools in management (men, machine, material, money and market), without any iota of doubt, the most important is men. Men are the only animate instrument that is capable of achieving the other 4M’s or making them moribund and hence affect positively or negatively the purpose of a system. Personnel management, otherwise referred to as human resource management is concerned with the people dimension in management. (Aja-Okorie, 2014) perceived personnel management as an important management function concerned with obtaining, developing and motivating the human resources required by an organization to achieve its objectives. Generally, education in Nigeria has been perceived as an instrument “per excellence” for effecting national development (FRN, 2004:4). Government has stated that for the benefit of all citizens, the country’s educational goals shall be clearly set out in terms of their relevance to the needs of the individual and those of the society, in consonance with the realities of our environment and the modern world. If our education is to achieve the national goals, then, well trained, well-qualified and efficient educators are absolutely essential. Thus, no educational system may rise above the quality of its teachers, is an old academic. Therefore, acquiring teacher’s services, developing their skills, motivating them to high levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving school organizational goals.

Teachers’ personnel management is responsible for activities such as recruitment and selection, training, wage and salary administration, establishing staffing ratios, benefit planning and performance. It is their responsibility to develop and recommend policies and procedures which will contribute to the achievement of the goals in the educational system. In summary, the functions of personnel are to select, train, develop, assimilate and remunerate teachers (AjaOkorie, 2014). Managing teachers is that part of school management function which is concerned with teachers at work and their relationship within the educational enterprise. It seeks to bring together and develop into an effective educational organization, men and women who make up the teaching workforce, enabling each to make his/her own best contribution to its success. Management of teaching workforce involves a number of strategies that begins and maintain activities toward the achievement of personal and organizational goals. Omebe (2001) is of the view that well managed teachers will always look for better ways to do their teaching job. They are more quality oriented and more productive. Management of teachers can be through the adoption of these management strategies; supervision, in-service training and compensation among others. Hence, any teacher that enjoys the influence of the above named strategies is bound to give all his best in discharging his or her duty because he would derive the satisfaction of being a teacher, which in-tum will boost his/her performance. It is to this regard that the study wishes to examine the impact of Personnel Management on teachers’ Job Performance using Katsina Local Government Area of Katsina State as the case study.

1.2 STATEMENT OF PROBLEM

What really instigated the study was the use the growth rate of lack of management in most of the schools in Katsina Local Government Area of Katsina State; some of the problems identified are, poor supervision of teachers, unavailability of teachers for classes as at when due and poor performance of students as a result of ineffective teaching methods.

1.3 AIMS AND OBJECTIVES OF STUDY

The main aim of the study is to examine the impact of Personnel Management on teachers’ Job Performance using Katsina Local Government Area of Katsina State. Other specific objectives include:

1. To find out the extent teacher’s personnel management operational framework determines of teachers’ productivity in secondary schools Katsina Local Government Area of Katsina State

2. To examine the relationship between personnel management and teachers job performance in secondary schools

3. To investigate on the factors affecting the adoption of personnel management in most schools in Katsina Local Government Area

4. To proffer solution to the above stated problems

1.4 RESEARCH QUESTIONS

The study came up with research questions so as to ascertain the above stated objectives. The specific research questions are stated below as follows:

1. What extent does teacher’s personnel management operational framework determines of teachers’ productivity in secondary schools Katsina Local Government Area of Katsina State?

2. What is the relationship between personnel management and teachers job performance in secondary schools?

3. What are the factors affecting the adoption of personnel management in most schools in Katsina Local Government Area?

1.5 STATEMENT OF RESEARCH HYPOTHESIS

H0: there is no significant relationship between personnel management and teachers job performance in secondary schools

H1: there is significant relationship between personnel management and teachers job performance in secondary schools

1.6 SIGNIFICANCE OF STUDY

The study on the impact of Personnel Management on teachers’ Job Performance will be of immense benefit to the entire Katsina Local Government Area as it will examine the relationship between personnel management and teachers job performance in secondary schools, the study will also discuss on the extent teacher’s personnel management operational framework determines of teachers’ productivity in secondary schools Katsina Local Government Area of Katsina State.

1.7 SCOPE OF STUDY

The study on the impact of Personnel Management on teachers’ Job Performance is limited to Government Area of Katsina State; the study will cover the extent teacher’s personnel management operational framework determines of teachers’ productivity in secondary schools Katsina Local Government Area of Katsina State

1.8 LIMITATION OF STUDY

Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work

1.9 DEFINITION OF TERM

PERSONNEL MANAGEMENT: is a traditional approach of managing people in the organization. Human resource management is a modern approach of managing people and their strengths in the organization

JOB PERFORMANCE: assesses whether a person performs a job well.