THE INFLUENCE OF HUMAN RESOURCES ON STUDENT ACADEMIC PERFORMANCE IN PUBLIC SENIOR SECONDARY SCHOOLS IN EDUCATION DISTRICT
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THE
INFLUENCE OF HUMAN RESOURCES ON STUDENT ACADEMIC PERFORMANCE IN PUBLIC SENIOR
SECONDARY SCHOOLS IN EDUCATION DISTRICT
ABSTRACT
Students’
academic performance is of great importance in the educational institution. It
is the basis for judging the quality of output vis – a – vis the input in the
educational institution. One major input which can largely influence academic
performance of students is human resources. The influence of human resources on
students’ academic performance is thus the interest in this study. In order to carry out this study, Lagos State
Education District IV Sabo-Yaba was randomly selected out of the six
educational districts in Lagos State. Ten schools were selected from the educational
district using the simple random sampling technique. Then twenty teacherswere
selected from each school making a total of 200 teachers to be used for the
study. The teachers’ questionnaire which is divided into four parts was use to
collect data for the study. Analysis of the data collected revealed that a good
percentage of the teachers used for the study are qualified teachers and the
years of teaching experience significantly influence students’ academic
performance. Furthermore, a negative relationship was observed between teacher
– student ratio and academic performance.This result implies that stakeholders
in education should not comprise in the employment of qualified and experienced
teachers. They should however work hard at reducing the teacher – student ratio
because of it negative effect on students’ academic performance.
Keywords:
Human Resources, academic performance, teacher – student ratio
CHAPTER ONE
INTRODUCTION
1.1
Background to the Study
Education is
a very important human activity. It helps any society to fashion and model
individuals in order to function well in their environment. According to Boit,
Njoki and Chang’ach (2012), the purpose of education is to equip the citizenry
to reshape their society and eliminate inequality. In particular, secondary
education is an important sector in national and individual development. It plays a vital role in creating a country’s
human resource base at a level higher than primary education (Achoka, Odebero,
Maiyo and Mualuko, 2007). Provision of quality secondary education is therefore
important in generating the opportunities and benefits of social and economic development (Onsumu,
Muthaka, Ngware and Kosembei, 2006). One of the indicators of quality of
education according to United Nations Education, Scientific and Cultural
Organization (2005) is cognitive achievement of learners. Adediwura and Tayo (2007) opined that,
academic achievement is designated by test and examination scores or marks
assigned by the subject teachers.
The Human
Resources (HR) of an organization consist of all staff (teaching, managerial,
and technical/support staff) engaged in any of the organization’s activities.
It is well-recognized that the human resources of any school are its most
valuable asset (Achieng, 2012). Despite the scarcity of resources, there is the
need to expand and reform the educational system and ensure its quality in
meeting the popular demand. Of the human resources required for the production
function of the school system, teachers are the most vital. This is because
they play great facilitative role in the teaching – learning process. According
to (Adeyemi and Akposheri, 2009), in spite of the advancement in science and technology,
the teacher is not yet displaced in the classroom nor has his important role
diminished. Teachers seem to have profound influence in the social – cultural
development of their society, since they influence many values directly or
indirectly to their students. No wonder (Chukwu , 2003), (Famade, 2003),(The
National Policy on Education, 2006), (Ibukun, 2009) and (Okebukola, 2010)
identified teachers’ quality and dedication as significant predictors of
quality of education. The success of any organization is a resultant effect of
quantity and quality of its working force. Ibukun as cited in (Adegbemile,
2011) opined that teacher holds the key to nation building. The aspiration of
any nation to transform into a greater country can only be possible if there
are competent and dedicated teachers to impact the appropriate attitude skills
and knowledge.
This is
particularly true in learning institutions, where the people required to do the
core work of the organization are highly trained individuals. In this study,
the focus will be on the teaching staff, with no less regard to the role played
by the sub-ordinate staff in ensuring good academic performance of students
such as preparing their meals in time, transporting them during academic
performance enhancing tours, typing and producing their assessment tests and
arranging their laboratories and libraries.
In the
United States, a study conducted by Motoko, Akiba, Gerald Letendre and Scribner
(2004), revealed that the countries with better teachers’ quality produced
higher academic achievement. These analyses provide empirical, cross-national
evidence of the importance of investing in teachers’ quality for improving
national achievement. Consequently, human resources management in education
implies effectively coordinating the activities of staff, students and parents
so as to achieve educational aims and objectives (Adeniyi, 2004). The National
Policy on Education (FRN, 2004) clearly spells out the broad responsibilities
of managing schools as employment, promotion, deployment and discipline of
teachers among others.
Successive
governments in Nigeria have made efforts towards the effective management of
human resources in educational institutions. The importance of human resources
management
has been
stated but there is not much information on its relationship with the academic
performance of students in secondary schools. For secondary schools to achieve
high performance in the public examinations there is the need to recruit
qualified teachers, secure modern buildings, adequate facilities and equipment
should be provided to enhance teaching and learning while supervision of
teaching is carried out for quality control. Other bodies that could influence
students’ academic performance are administrators, managers, guidance
counselors, Parents Teachers Association (PTA), curriculum specialist, funding
agencies, non –teaching staff, inspectors and examination boards (Osagie and
Okafor, 2012).
Any
organization that does not plan for its human resources will often find that it
is meeting neither the personnel requirement nor its over-all goals
effectively. For example, a school may decide to introduce new subjects into
its school curriculum. If the school does not make adequate arrangements for
the teachers to handle these new subjects, the subjects will remain on the time
table without being taught. To further
buttress this point, when the federal government launched the 6:3:3:4 system of
education, it spent huge financial resources on equipment for technical education.
However, the human resources required to operate the equipment were not
considered. Consequently, the equipment were left to rot in the rain and many
of the equipment were eventually stolen by hoodlums (Osagie and Okafor, 2012).
With regards
to the current educational policy, the supervision of instruction is the
process of overseeing the work of teachers with the aim of assisting them to
solve their instructional problems so that students can benefit maximally from
classroom activities (Igwe, 2005). This can be effected with the involvement of
the principal or any other official appointed by interacting with teachers and
students in the classroom regularly to monitor the teaching and learning
process. Nwagwu (2004), argued that the supervisor has the responsibility of
monitoring and evaluating all staff activities and programs of their
organization. The major reason for this is to ensure dutiful compliance of all
staff with established laws and declared goals through quality assurance,
maintenance of standards and quality control. This view is in line with the
National Policy on Education (FRN, 2004) which declared that supervision is a
device for quality control. The goals of the school can be achieved through the
continuous supervision of the teaching staff and the non- teaching staff.
The
evaluation of staff is conducted as it determines their performance, in as much
as it also determines the academic performance of students. For example, in the
study by Akposheri (1994), she found out that there was significant
relationship between teachers who were highly rated during evaluation and the
academic performance of students. However, Okafor (2006) submitted that in the
performance evaluation of staff, care should be exercised to ensure that it is
the performance and not the personality of the employees that are evaluated.
Secondary
school not only occupies a strategic place in the educational system in
Nigeria, it is also the link between the primary and the university levels of
education. According to Asikhai (2010), education at secondary school level is
supposed to be the bedrock and the foundation towards higher knowledge in
tertiary institutions. It is an investment as well as an instrument that can be
used to achieve a more rapid economic, social, political, technological,
scientific and cultural development in a country. It is rather unfortunate that
the secondary schools today are not measuring up to the standard expected of
them. There have been public outcry over the persistently poor performance of
secondary school students in public examinations. According to Nwokocha and
Amadike (2005), academic performance of students is the yardstick for testing
educational quality of a nation. Hence, it is expedient that students in
secondary schools in particular maintain a high performance in internal and
mostly external examinations.
The problem
of downward trend in academic performance of students has often been attributed
to a number of factors among which are: the principal’s leadership style, teachers’
quality, home factors, government factors and non-provision of educational
resources (human, material, financial and physical resources). However, this
study is limited to the provision of human resources and students’ academic
performance in secondary school. The
availability of educational resources (human and material) is very important
because of its role in the attainment of educational objectives. Human
resources is a unique educational input necessary for the overall development
of skill acquisition and literacy of the students. Human resources within the
educational system can be classified into teaching and non-teaching staff
(Ekundayo, 2009). Availability of these resources is needful to achieve
excellence in the system. However, it has been observed that secondary schools
in Lagos State do not have the required number of teachers both in terms of
quantity and quality (Ekundayo, Haastrup, Timilehin, Alonge and Hezekiah,
2010). This is evident in high student-teacher ratio in the schools.
A close look at the schools in Nigeria and
what goes on there shows that nothing good can come out of most public schools
as they do not have facilities and adequate and appropriate human resources to
prepare candidates for West African Examination Council (WAEC) examinations
(Owoeye and Yara, 2011). Studies on the relationship between availability of
human resources and academic performance have shown that human resources
enhance academic performance of students. Adedeji (1998), Ayodele (2000),
Adewuyi (2002) and Okandeji (2007) had in their various researches submitted
that teachers constitute a very significant factor to students’ academic
success.
In a similar
dimension, Adedeji (1998), Owoeye (2000), Ajayi (2002), Akomolafe (2003, 2005)
and Owoeye (2011) also submitted a positive relationship between material
resources in schools and students’ academic performance. According to Hallack
(1990), the material resources that contribute to students’ academic
performance include classrooms, accommodation, libraries, furniture, apparatus
and other instructional materials.
It can be
inferred from the literature so far that human resources have positive
significant relationship with academic performance. This study therefore
attempts to analyze the various components of human resources in school in
terms of qualification, teacher-student ratio and years of teaching experience
of teachers as a determinant of student’s academic performance.
1.2 Problem
Statement
Secondary
school students’ academic performance in public examinations of recent is one
of the major means by which the general public judges the products from
secondary schools in Nigeria. This being the case, Nigeria has not fared
favorably well in her attempt to providing quality education to her citizens
(Ibukun, Oyetakin, Akinrotimi, Akinfolarin and Ayandoja, 2012). Factors such as
motivation, leaders supervision, quality and quantity of teaching staff and
materials, have influence on students’ academic performance (Ibukun et al,
2012). The problem of downward trend in academic performance of students has
often been attributed to a number of factors among which are the principal’s
leadership style, teachers’ quality, home factors, government factors and
non-provision of educational resources (human, material, financial and physical
resources) Ekundayo et al (2010). However, this study is limited to the
provision of human resources and students’ academic performance in secondary
schools. Disparities in performance continued to be noticed as one of the many
challenges facing education. These variations had raised a lot of concern as
the government expenditure on education was not only aimed at increasing
enrolment but also ensuring that academic performance was improved in these
institutions at minimum cost. The problem of this study therefore is that of
poor academic performance of students in secondary schools which could be
attributed to the factors associated with human resources.
1.3 Purpose
of the Study
This study focuses on the following
objectives;
1 To determine the relationship between
teachers’ qualifications and students’ academic performance in secondary school
in Education District IV of Lagos State.
2 To establish whether there is a
relationship between teachers’ years of teaching experience and students’
academic performance in the public secondary school in Education District IV of
Lagos State.
3 To determine the relationship between
teacher – student ratio and students’ academic performance in public secondary
school in Education District IV of Lagos State.
4 To make suggestions for improved
planning and management of teachers that would facilitate teaching and learning
and lead to higher productivity in the public secondary schools Education
District IV of Lagos State.
1.4 Research
Questions
This study
would seek to answer the following questions.
1. What is the status of teachers’ supply
in terms of qualifications in public secondary schools in Education District IV
of Lagos State?
2. What influence do teachers’ years of
teaching experience have on students’ academic performance in public secondary
schools in Education District IV of Lagos State?
3. Is there any significant relationship
between teacher-student ratio and students’ academic performance in public
secondary schools in Education District IV of Lagos State?
1.5 Research
Hypotheses
Ho1. Status of teachers’ supply in terms of
qualification have no influence on students’ academic performance in public
secondary schools in Education District IV of Lagos State.
Ho2. Teachers’ years of teaching experience have
no influence on students’ academic
performance in the public secondary schools in Education District IV of
Lagos State.
Ho3. There is no significant relationship between
teacher- student ratio and students’ academic performance in public secondary
schools in Education District IV of Lagos State.
1.6
Significance of the Study
The
importance of this study cannot be over emphasized considering the fact that
without adequate human resources, excellent students’ academic performance
cannot be achieved. The findings of this study will serve as a contribution to
existing literature and add knowledge in the subject area. The findings from
this study will assist educational administrators as well as school
administrator in preventing brain drain in the public secondary schools especially
in secondary schools of Education District IV of Lagos State. Also, this study
will be of help to the government in the area of teachers’ recruitment and
retention. Moreover, the study will go a long way in assisting educational
administrators in drawing up a comprehensive human resource policy and programs
in the education sector.
In addition,
the result of this study will assist educational managers, administrators, and
technocrats in the formulation and execution of educational policy towards the
attainment of the overall educational goals and objectives.
1.7
Delimitations of the Study
The study is
restricted to secondary schools in Education District IV of Lagos State. It is
delimited to teachers’ qualification, experience and teacher – student ratio in
secondary schools since they were believed to have a greater influence on the
students’ academic performance compared to other individuals making up the
school human resources. Teachers have been shown to have an important influence
on students’ academic achievement and they also play a crucial role in
educational attainment because the teacher is ultimately responsible for
translating policy into action and principles based on practice during
interaction with the students (Afe 2001)
1.8
Limitations of the Study
The study
might be limited by a number of factors beyond the control of the researcher.
Lack of reliable data or information from the participants might also pose
limitation to the scope of study in that the participants might give false opinion
which might affect the finding of the study.
1.9
Definition of Terms
1. Human Resources: These refer to
composition of teachers who conduct instructional activities with students, be
the board of government employed or teaching service commission employed. This
is with regard to their academic qualifications, adequacy, experience, and
staff development.
2. Academic performance: This is the
measure of degree of passing or failing any evaluation test or examination.
3. Performance: This is most commonly
refers to whether a person performs his/her job well. Performance is an extremely important
criterion that relates to organizational outcomes and success.
4. Education: This is a system of
transmitting culture, information, knowledge and values to the learners in a
formal setting. It is also important for the transmission of societal core
values and other pieces of information necessary for growth and development.
5. Secondary School Education: This is the
type of education given to pupils who transited from the primary school
education and which also prepare them for higher education.
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