Relationship Between Human Resource Management Practices and Business Studies Teacher’s Commitment in Esan West, Edo State
CHAPTER ONE
Objective of the study
The objectives of the study are;
- To ascertain the major factors that affect the managerial practices of principals in the selected secondary school in Esan West, Edo State
- To ascertain the relationship between human resource management and business studies teacher in secondary school in Esan West, Edo State
- To ascertain the relationship between human resource management practice and commitment of business studies teacher in Esan West, Edo State
CHAPTER TWO
REVIEW OF RELATED LITERATURE
HUMAN RESOURCE MANAGEMENT PRACTICES
HRM is a strategic and coordinated approach to the management of people working in an organization. It aims for the development of integrated HR policies and practices (bundling). It is aimed at gaining job satisfaction, organization commitment, treating people as assets and the principal of mutuality. The line managers have a greater responsibility in performance and delivery of HRM (Ulrich., Lake, 1990). Collection of re-enforcing HR practices have begun to be referred to as a “bundle”, and the task of HR managers is to identify and implement such systems (Armstrong, 2005). There is a “pick and mix” approach to the HR bundle (Wood., De Menezes, 1998). Some scholars have identified what they refer as best practices. Employment security, selective hiring, extensive training, learning and development, employee involvement, information sharing and worker voice, team working, compensation contingent on performance and reduction of staff differentials have been isolated as component of best practice (Pfefferm, J. 1998). Sophisticated selection and recruitment, sophisticated induction programmes, sophisticated training, coherent appraisal systems, flexibility of workforce skills, job variety, use of formal teams, frequent and comprehensive communication to workforce, use of quality improvement teams, harmonized terms and conditions, basic pay higher than competition and use of incentive schemes has also been identified as a bundle of best practices (Patterson et al., 1997). Guest (1991) identify job design and employee ownership programmes as an important component of HRM best practices. , U.S. Department of Labour (1993) also identify properly functioning grievance procedures, monitoring of attitudes, high level participation processes and promotion and compesation schemes that provide for the recognition and reward of high performance employees. There is a contingency view that argues that effectiveness of HR practices depend on how closely they fit with external and internal environment of the organization (Wright et al., 2003, Fombrun etal., 1984)
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to relationship between human resource management practices and business studies teachers commitment in Esan West, Edo State
Sources of data collection
Data were collected from two main sources namely:
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
Population of the study
Population of a study is a group of persons or aggregate items, things the researcher is interested in getting information relationship between human resource management practices and business studies teachers commitment in Esan West, Edo State. 200 staffs of selected secondary school Esan West, Edo State were selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Relationship between human resource management practices and business studies teachers commitment in Esan West, Edo State. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of relationship between human resource management practices and business studies teacher’s commitment
Summary
This study was on relationship between human resource management practices and business studies teacher’s commitment in Esan West, Edo State. Three objectives were raised which included: To ascertain the major factors that affect the managerial practices of principals in the selected secondary school in Esan West, Edo State, to ascertain the relationship between human resource management and business studies teacher in secondary school in Esan West, Edo State and to ascertain the relationship between human resource management practice and commitment of business studies teacher in Esan West, Edo State. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staffs of selected secondary school in Esan west, Edo state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made principals, teachers, vice principals adm and senior staffs were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
Therefore, we can conclude from this that the room given to the HRP by the officials was minimal largely due to lack of awareness. The existing practices of teaching staff recruitment and selections are conducted either with poor, or absence of pre-recruitment plan. The recruiters were rarely followed the existing rules, regulations and necessary steps of HRM activities. There were inappropriate recruitment and selection procedures found and much attention was not given to the secondary school teaching staff manning in general. From the existing trend, it is possible to deduce that the existing practices of employing teaching staff are in risk to attract qualified and competent teachers. It has also an adverse effect on pooling of competent candidates, and finally it may result in poor performance in teaching learning process activities. As the study reveals both availability and utilization of clear and transparent teaching staff appraisal of the sampled schools were inadequate. The existing staff evaluation practices had low effect on improving teaching learning process. Teachers were little or not informed about their strengths and weaknesses through evaluation process periodically and low rate of usage performance result for further placement, rewards, promotion and/or punishment. As a result, there were high teaching staff turnover in the zone. Since school is the substance of human elements, it needs the proper HRM practices to be exercised in it. However, the involvement of sampled school principals in HRM activities like planning, recruitment and selection, teaching staff appraisal and teaching staff training and development was insufficient. Despite the fact that the teaching staff appraisal system conducted fully at school level with the great involvement of principals, however; some of the activities so far have been done also seem inadequate. Thus, from this one can infer that the most serious consequence is the school institutions lack proper HRM which undermines the overall capacity of the schools to attract and retain professionally qualified and competent teaching staff.
Recommendation
It is generally acceptable both in principle and in practice that HRP is the basis of all tasks that would take place in other stages of any sequentially undertaken HRM involvement. Before advancing to other phases, the target HRM personnel, school principals, educational experts and officials need to be adequately informed and remarked about the importance and working mechanisms of the anticipated HRP. This can certainly help to examine which activities of HRM needed at most and when it is applicable as well as get concern and implemented on a continuous and sustainable basis. This is being the likely results of adequate and appropriate HRP if it will be applicable accordingly. Therefore, intensive awareness creation in the form of short-term training should be designed and given due emphasis in teaching staff resource planning for all concerned experts, personnel, school principals and officials by the regional education bureau to alleviate the identified problems in HRP.
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