ABSTRACT

The purpose of this study is to examine the role of personnel management in Nigerian secondary school; issues, problems and prospects. This paper therefore, takes a cursory look at the perspectives of personal management, meaning of personnel management as well as examining some issues in personnel management such as features, academic theory, business practice, human resources management strategy, professional organization, and functions performs by the personnel management in Nigerian secondary schools. Attempts were also made to critically examining the problems discovered by personnel management in Nigerian secondary schools. Consideration was as well made to analyze school records keeping as a strategy for management of Nigerian secondary school/educational institutions. Discuss were also made to account for prospects of personnel management in Nigerian secondary school. This paper goes further to discuss recommendations, conclusions and suggestions that can enhance the performance of personnel management and education in order to achieve the organizational objectives such as qualitative and affordable education be made available for all, schools should be properly staffed and equipped and educating and reorientation of teachers, parent and students on the need to discourage examination malpractice in schools.

INTRODUCTION

Development of a society is closely tied to its level of educational attainment, the better the condition of living and the overall development of the citizens. Hence education has been adopted as an instrument for effecting national development Federal Republic of Nigeria 2004.

Moreover, problems facing Nigerians of Nigerians such as poverty, political instability, poor agricultural products and poor transportation are being attributed to lack of a type of education that is relevant and adequate for their need of the nation. Thus, it is believed that a solution to such problems lies in acquisition of the right type of skills, knowledge and competencies through education.

As a result of the belief in education as a potent solution to emerging or existing societal problems, a lot of human and material resources are being invested on regular basis, into the nations educational institutions. At secondary school level, like the other two levels of education, the investments in the past years have been very environmous.

Incredentially, there are many problems which are emanating within the secondary educational institutions. For instance, problems such as examination malpractices, poor academic performance, moral decadence and other forms deviant behaviour, are of regular occurrence in the institutions. As the problems occur they constitute impediments to the achievement of educational objectives.

One of the presumed causes of these problems is poor management i. e. inadequate personnel management implementation. Whenever a problem erupts in a school, managers of the school i.e. principal, vice principals, head of units and subject teachers are looked upon for solution. The belief is that if schools are well managed, things will go on smoothly and the educational objectives will be achieved. The extent to which a manager is able to rise up to the challenges would determine the level of confidence he like enjoy from this government and the public.

School managers are therefore expected to perform management functions in order to control the activities of members of the school.

MEANING OF PERSONNEL MANAGEMENT OR HUMAN RESOURCES MANAGEMENT HRM.

Personnel management can be seen as a function which can be viewed from two different perspectives.

aAs a function in an administration which is performed by a particular department usually known as personnel department or human resources division.

bAs a function or responsibility of every one under him, all of whom are working towards achievement of desired goals.

cIn this content, personnel management is seen as a specialized area of knowledge and fact to the personnedl manager or expart in the application of psychological and sociological theories of the management of people.

Therefore, personnel management or human resources management is the strategic and coherent approach to the management of an organisations most valued assest the people working there who individually and collectively contribute to the achievement of the objectives of the business. The term human resources or personnel management is seen as a description of the processes involved management is seen as a description of the processes involved in managing people in organisations. In simple words, HRM means employing people, developing their capabilities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

According to Eowin and Flip 2000 in his book personnel management states that the man power requirement is the process of scorching for prospective employees position and future manpower needs. He also says further that on handling the interview and selection, it is important to understand from the beginning that interviewing, selecting and activities are entrusted to the personnel department in any organisation.

Furthermore, personnel management is concerned with the development and application policies governing recruitment, selection, placement, education and training career development, employees position and future manpower needs. He also says further that on handling the interview and selection, it is important to understand from the beginning that interviewing, selection and activities are entrusted to the personnel department in any organisation.