Impact Of Personnel Management On Teachers Job Performance

Impact Of Personnel Management On Teachers Job Performance
Abstract
This study investigated the impact of personnel management on the performance of teachers in secondary schools in Katsina L.G.A. in Katsina State, Nigeria. Six objectives were formulated among which are to: examine the impact of in- service training on the performance of teachers in secondary schools and ascertain the impact of conference on the performance of teachers in secondary schools. Six research questions and six hypotheses were also formulated in line with the objectives of the study. The research design used for this study is descriptive survey design. The population of the study comprises 31 supervisors, 64 principals and 1814 teachers, making the total of 1909. Stratified sampling technique was used to determine the sample size in case of principals, teachers and zonal educational supervisors, the sample used for the study are 6 principals, 10 supervisors and 203 teachers making the total of 219 respondents. A self-developed questionnaire was used to collect relevant data. The instrument was validated by the researcher‟s supervisors and other experts in the department of Educational Foundations and Curriculum. The instrument was pilot tested and a reliability index of 0.945 was obtained. The six (6) hypotheses formulated for the study were tested using Analysis of Variance (ANOVA). Five null hypotheses were accepted (retained) and one was rejected. The results showed that in-service training, conferences, seminars, symposium and mentoring have improved the performance of teachers in secondary schools in Katsina L.G.A. in Katsina State. However, from the findings, it revealed that workshops were not properly carried out by the teachers in secondary schools in Katsina L.G.A. that led to the rejection of the hypothesis. In view of the findings of the study, recommendations were made among which were that government and school administrators should encourage teachers in secondary schools in Katsina L.G.A. to go for in-service training in order to enhance high performance in the classroom. Also, Policy on the conduct of conference should be strengthened to enable teachers benefit further from such training because of its effectiveness on the performance of teachers in secondary schools in Katsina, Katsina State.
Chapter One
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:
- 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
- To examine the relationship between personnel management and teachers job performance in secondary schools
- To investigate on the factors affecting the adoption of personnel management in most schools in Katsina Local Government Area
- 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:
- What extent does teacher’s personnel management operational framework determines of teachers’ productivity in secondary schools Katsina Local Government Area of Katsina State?
- What is the relationship between personnel management and teachers job performance in secondary schools?
- 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.
Chapter Five
Summary, Conclusion and Recommendations
5.1 Summary
The study examined the impact of personnel management programmes on the performance of teachers in secondary schools in Katsina L.G.A. in Katsina State – Nigeria. In view of this, the study was carried out with the objectives to determine the differences between the performances of secondary school teachers that attended workshops and conferences and those that did not; identify the impact of seminar on the performance of teachers, assess the changes brought about by mentoring programmes in relation to the performance of secondary school teachers, determine how in-service and symposium training has impacted positively or otherwise on the performance of secondary school teachers in Katsina L.G.A. in Katsina State. Several related literatures were reviewed in line with the formulated objectives of the study, the literature were source from books, journals, magazines, internets and so forth. The review presented the conceptual framework which consisted of the concept of development, personnel management, in-service, conference, workshop, seminar, symposium and mentoring among others.
However, the review also looked at constraints militating against implementation of personnel management in a school organization and the successful implementation of personnel management programmes. Additionally, the study further reviewed on some empirical studies in line with the objectives raised for the study. The study also described the research design used for the study, population of the study, sample and sampling technique, instrumentation, validity of research instrument, pilot study, and reliability of the instrument, procedure for data collection and procedure for data analysis respectively. The data collected from the respondents was analyzed using frequency counts, mean and standard deviation in order to measure the significant difference among the variables of the study. Thus, Analysis of Variance (ANOVA) was used in testing the hypotheses formulated for the study.
Findings from the study showed that there is significant difference between the opinions of respondents on the impact of workshops on the performance of teachers. There is significant impact of in-service training and conferences on the performance of teachers in secondary schools. Also, regular conduct of seminars has impacted positively, there was significant impact of symposium on the performance of teachers; regular mentoring had also impacted on the performance of secondary school teachers in Katsina L.G.A. in Katsina State.
5.2 Conclusion
The research examined the Impact of Personnel management Programmes on the Performance of Teachers in Secondary Schools in Katsina L.G.A. in Katsina State- Nigeria. Six questions were asked to guide the study; each question was break down into ten item statements to ease understanding of the respondents. The respondents agreed with most of the statements and disagreed with others. In view of respondents‟ opinions, the study concluded that: Through regular in-service training, teachers were productive and competent; this improved their performance in the class in secondary schools in Katsina L.G.A. in Katsina State; Teacher‟s performance was impacted due to the regular conduct of conferences, which enable them to perform better in secondary schools in Katsina L.G.A. in Katsina State; Due to irregular conducts of workshops, teachers performances were poor and these affects the performance of teachers in secondary schools in Katsina L.G.A. in Katsina State; Regular conduct of seminars for education stakeholders has immensely impacted on teachers‟ performance in secondary schools in Katsina L.G.A. in Katsina State; Teacher‟s performance was positively impacted through regular symposium programmes in secondary schools in Katsina in Katsina State. However, the study concluded that there was significant impact of mentoring on the performance of teachers in secondary schools in Katsina L.G.A. in Katsina State.
5.3 Recommendations
In view of the findings of the study and conclusion; the following recommendations were made:
- Government and school Administrators should encourage teachers in secondary schools in Katsina L.G.A. to go for in-service training in order to enhance high performance in the classroom.
- Policy on the conduct of conference should be strengthened to enable teachers benefit further from such training because of its effectiveness on the performance of teachers in secondary schools in Katsina L.G.A., Katsina State.
- Adequate funds should be made available by the Ministry of education for personnel management programmes such as workshops among others to encourage teachers in their chosen fields in Katsina L.G.A., Katsina State.
- Katsina state government should ensure that adequate funds are provided for regular seminars so that secondary school teachers within Katsina L.G.A. can benefit.
- The state ministry education should make symposium a regular programme for teachers to acquaint them with current educational strategies and methods.
- Mentoring of newly recruited teachers is necessary for teachers‟ performance.
- These newly recruited teachers should be attached to a mentor for effective performance in the classroom in Katsina L.G.A. in Katsina State, Nigeria.


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Frequently Asked Questions
How does job satisfaction affect turnover intentions of teachers in schools?
Turnover intentions of teachers in schools have a negative impact on student satisfaction and on their educational development as well. The retention and performance of school teachers is possible through their job satisfaction to which reduces their turnover intentions and lead to their higher performance.
How does school supervision affect teacher performance?
It implies that when the teachers’ level of satisfaction in terms of supervision increases by one unit, their work performance decreases by 9 percent. The more their school heads supervised closely, the less they perform on their job. They do not want to be tightly controlled by their school heads.
How do school heads influence teachers’ work performance?
The teachers’ work performance is inversely affected by the school heads’ guidance and directly affected by the teachers’ job security. The study recommends that school heads minimize their supervision on their teachers’ teaching performance but maximize their concern over the welfare of their teachers.
How to increase the retention and performance of school teachers?
The retention and performance of school teachers is possible through their job satisfaction to which reduces their turnover intentions and lead to their higher performance. Therefore, it is vital to consider all possible factors that impact on the teacher’s performance and on their turnover intentions.


