ABSTRACT
The study evaluates the effect of human resource management practices on organizational achievement in schools and teaching profession in Education District III in Lagos State, Nigeria. A total of 100 teachers and non-teachers randomly from 5 schools and 1 educa-tion responded to self-reported questionnaire that measures Ten Human Resource Man-agement practices and subjective measures of organizational achievement. Chi-square statistical method was used to analysis the data collected which compares respondents‟ actual responses/observation with expected answers. Results indicated that there is a rela-tionship between Human Resource Management Practices and Organizational Achieve-ment. Thus, it provides an insight for the management to use these practices as a strategic tool for organizational effectiveness and profitability.
TABLE OF CONTENTS
1.0 INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Method and used theories
1.5 Research questions
1.6 Relevant research hypothesis
1.7 Scope and limitation of the study
1.8 Significant of the study
2.0 REVIEW OF RELATED LITERATURE
2.1 The concept of human resources management
2.1.1 From personnel management to human resources management
2.1.2 History of human resources management
2.2 Human resources management in education
2.2.1 Recruitment and training
2.2.2 Performance appraisal
2.2.3 Maintaining work atmosphere
2.2.4 Managing dispute
2.2.5 Developing public relations
2.3 Personnel evaluation and update
2.4 Job enrichment
2.4.1 Advantages of job enrichment
2.4.2 Limitations of job enrichment
2.5 Training need of human resources in nigerian schools
2.5.1 Benefits of training and development programs
2.5.2 Basic goal and objectives of human resources management
2.5.3 Factors affecting hrm in international markets
2.6 Brief history of lagos state government ministry of education (education district III)
2.6.1Human resources management in lagos state education district III
3.0 RESEARCH METHODOLOGY
3.1 Research design
3.2 Population of the study
3.3 Sampling and sampling technique
3.4 Instrument and instrumentation
3.5 Validity of the instrument
3.6 Administration of instrument
3.7 Method of data analysis
4.0 DATA ANALYSIS AND INTERPRETATION OF RESULT
4.1 Data tables and results
4.2 Test of hypotheses
4.3 Discussion of results
5.0 SUMMARY AND CONCLUSION
5.1 Summary
5.2 Conclusion
6.0 RECOMMENDATION
REFERENCES
APPENDIX
CHAPTER ONE
1.0 INTRODUCTION
Human Resource Management first emerged as a clearly defined concept in the mid-1980s as a natural development of personnel management. Human Resources are the most critical factor in development. As active agent of production, Human Resources are not only a major cost of doing business, they are also determines success of enterprise through the ability to raise, exploit and manipulate other fac-tors/resources, Brown R. (2004). Its increasing popularity in Nigeria is a recent development dating back to the last two decades.
This development stimulated interests in human Resource Management practices in organizations. Corporate executives in the public and private sector organizations came to realize that indeed human resource is the very necessary and essential resource that energizes all other material and financial re-sources to enable the organization achieve its objectives. However, despite its centrality in organiza-tional life, as people-management activity and its evident impacts on organizational performance and competitiveness, many organizations in Nigeria are yet to integrate its functions into their systems, Adebayo (2002). None of the three arms of governance in the country is an exception.
1.1 BACKGROUND OF THE STUDY
Nigeria is a country of 140 million people from 373 ethnic groups/nationalities, each with its own dis-tinct language and culture. The population is currently divided between Christians, Muslims and Tradi-tional religions 40%, 40% and 20% respectively. Nigeria came under British Rule beginning in 1849 through the instruments of separate treaties with respective kingdoms like, Lagos, Bonny and Opobo in the Niger Delta etc. Resulting from this were the Lagos Crown Colony 1862, which later became Lagos Protectorate; Oil Rivers Protectorate 1885, which later became Niger Coast Protectorate 1893 and was renamed Protectorate of Southern Nigeria 1900; and the Sudan Province consisting of territories under the shadow control of the Royal Niger Company, which was renamed the Protectorate of Northern Ni-geria in 1900. From 1900 – 1906, there were three Administrations, namely: Southern and Northern Protectorates and Lagos Colony. Lagos Colony was later administered as part of the Southern Protec-torate, under the name “Colony and Protectorate of Southern Nigeria” from 1906 until amalgamation in 1914 when the entire area, Southern and Northern Protectorates, began to be governed as a country. Nigeria gained independence from Britain on October 1, 1960 and became a Republic on October 1, 1963.
The Nigeria situation has clearly shown us that no matter how a nation is richly blessed in natural re-sources, that nation will remain a sleeping giant until she is able to effectively develop and mobilize her human resources toward developmental goals. There is need for effective management of inter-personal relationship within an organization and between organizations due to the fact that our life as an active human being depends largely on organization.
However, the relationship in organization may either be inter-organization or intra-organization. If in-tra-organization is well managed, there is going to be success attainment of goals and set out objectives will be realized and growth will be stimulated on the other hand, if inter-organization, interpersonal re-lationship is equally well managed, those organization in mutuality step to reap dividends in form of large scale-economies. Hall halted the all pervasiveness of organization viz-a-viz human resources and summarized as follows. “Organization surrounds us; we are born in them and usually die in them. Our life span in between is filled with them, they are not just impose”.
Over the past decade there has been a common emphasis among scholars that human resources are the actual wealth of any nations.
At the local government level, management of Human Resources toward achieving the stated goal is not their priority. It is a situation where by the workers are allowed to do whatever they like and this is capable of obstructing the smooth running of the local government system especially the local educa-tion department under focus.
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