Human resource management policies and programmes of teachers and managers of Ghana education service in Tamale Metroplis
No Thumbnail Available
Date
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
University of Cape Coast
Abstract
Description
xi, 112p. : ill.
This research assessed the human resource management policies and programmes of teachers and managers with focus in the Tamale Metropolis. The broad objective was to determine the effectiveness of the policies and programmes in terms of its ability to motivate, improve teachers’ welfare, and to satisfy teachers. To carry out the study, the descriptive survey method was adopted. A total of 157 questionnaires were administered out of which 144 were retrieved given a response rate of 91.7 percent. The main methods used in analysing the data were frequency and simple percentage distributions. The findings of the study revealed, among others, that the main source of recruitment of teachers to the GES was from colleges and universities. However policies failed to bridge gender gap in teaching as there were more male teachers than females in the Metropolis. Again, some policies such as postings, recruitment, and maternity leave, have been implemented to the satisfaction of teachers, however some other policies such as study leave, in-service training, orientation, and job description have fallen short of the intent to which they were implemented. Despite the shortfalls majority of teachers love the profession. This study recommended to the Ghana Education Service (GES), to organise orientation services for newly recruited teachers and follow up subsequently by organising in-service training once a year for every teacher. The MOE and GES should also consider motivating teachers by providing incentives such as accommodation, adequate teaching and learning materials, and improved remuneration.
This research assessed the human resource management policies and programmes of teachers and managers with focus in the Tamale Metropolis. The broad objective was to determine the effectiveness of the policies and programmes in terms of its ability to motivate, improve teachers’ welfare, and to satisfy teachers. To carry out the study, the descriptive survey method was adopted. A total of 157 questionnaires were administered out of which 144 were retrieved given a response rate of 91.7 percent. The main methods used in analysing the data were frequency and simple percentage distributions. The findings of the study revealed, among others, that the main source of recruitment of teachers to the GES was from colleges and universities. However policies failed to bridge gender gap in teaching as there were more male teachers than females in the Metropolis. Again, some policies such as postings, recruitment, and maternity leave, have been implemented to the satisfaction of teachers, however some other policies such as study leave, in-service training, orientation, and job description have fallen short of the intent to which they were implemented. Despite the shortfalls majority of teachers love the profession. This study recommended to the Ghana Education Service (GES), to organise orientation services for newly recruited teachers and follow up subsequently by organising in-service training once a year for every teacher. The MOE and GES should also consider motivating teachers by providing incentives such as accommodation, adequate teaching and learning materials, and improved remuneration.
Keywords
Human resource management, Management policies, Teachers, Managers, Ghana education service