CHAPTER ONE
INTRODUCTION
Background to the Study.
Success in a business is a function of many variables, including the quality of human resources and infrastructural facilities available to the organization or institutions’ administrators to coordinate the various resources and activities of the enterprise toward objective accomplishment through management.
A successful coordination of institutional resources, both human capital and material resources is significantly characterizes by the development and application of strategic principles to the process of managerial decision making.
This requires effective and efficient implementation of objectives and functions of management and principles that underlie and facilitate effective coordination and utilization of resources towards the accomplishment of an institution objectives and mission statement.
Mankind involvements in management processes are as old as the history of creation. For instance, in African culture and traditions, it is learned in their existence to organize themselves into small groups either hunting, farming, building houses, fishing or dancing in the village square, with a group leader to direct and shows others how to work towards the accomplishment of groups goals. Once leaders are emerged and were accepted by the rest of the groups as their leaders, they wielded power and authority over the rest of the group, this is an aspect of management, hence it leads to attainment of specific group objectives. Management is dynamic phenomenon in human existence, be it in administration or institution.
Effiong, (1995). Said that management may be defined specifically as the process of getting things done through people by planning, organizing, directing, co-coordinating and controlling and their activities for the purpose of accomplishing objectives. Human resources is a major factor of production and because of the unpredictable nature of human being, arises the need to have a manager(s) to give direction and manage every persons in an organization.
Organizational effectiveness , the capacity of an organization to adopt, maintain itself, survive, and grow in the face of changing conditions, depends to a considerable degree upon how effectively its work force can be manage and utilized.
This is because the human resources of an organization which comprise all individuals regardless of their role and status, who are engaged in any of the organization’s activities are its most important and valuable assets.
Health field (2014) asserts that human resources management (HRM) is the function within an organization that focuses on the recruitment of, management of, and providing direction for the people who work in an organization.
The HRM department members provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation. They are charged with over sight responsibilities to ensure that their organization appropriately build teams and inspires employees empowerment.
Tracey (2015) defines Human Resources as the people that staff and operate an organization as contrasted with the financial and material resources of an organization. Human resource is people who work for an organization in jobs.
Human resources are considered eminent, to the fact that people are an organization’s most important resources.
Tracey (2015) contends Human Resources is also the name of the department or functional area from which the employees provide HR service to the rest of the organization. People are an organization asset. Employees must be hired, satisfied, motivated, developed and retained.
Human beings or people need to be motivated or inspired towards successful implementation of ideal process. A number of theories have been propounded by behavioral Scientists on people behaviour towards carrying out responsibilities. One such behavioural School of thought, Douglas McGregor (1960) propounded two theories about the nature of human beings. These are theories Y and X.
According to Douglas Mc Gregor (1960) the average person naturally dislikes work and will avoid it if he can. Most people therefore need to be coerced, controlled, directed or threatened with punishment to get them to work toward attainment of organizational objectives.
Thus, people have become a critical factor in the attainment of organization goals because all the organizational activities are determined by persons who made up the organization, either willing or coerced to work, without which infrastructural facilities used in the organization are unproductive on their own except for human effort and direction, hence good organizational structure does not guarantee enhance performance and increased productivity except with well managed human resources managers towards achieving the goal of the organization.
However, this is applicable to educational institutions and secondary school administration.
In the educational setting as an institution of teaching – learning process, teachers are key factors in the school system.
The quality of secondary school education depends on the teachers as reflected in the performance of their duties and job satisfaction.
According to Afe, (2001)Teacher have been shown to have an importance influence on student academic performance and also play a crucial role in the education set standards because the teacher is ultimately responsible for translating policy into action and principle based on practice during interaction with students
The responsibility of school administrators or managers in the area of human resource management cover different aspects of teachers matters, this include appointment, promotion, retaining and successful planning to ensure that teachers are given opportunities for professional development to reflect on their job performance and service delivery.