DIAGNOSING STAFFING CONDITIONS IN SECONDARY SCHOOLS

ATTENTION:

BEFORE YOU READ THE ABSTRACT OR CHAPTER ONE OF THE PROJECT TOPIC BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!

INFORMATION:

YOU CAN GET THE COMPLETE PROJECT OF THE TOPIC BELOW. THE FULL PROJECT COSTS N5,000 ONLY. THE FULL INFORMATION ON HOW TO PAY AND GET THE COMPLETE PROJECT IS AT THE BOTTOM OF THIS PAGE. OR YOU CAN CALL: 08068231953, 08168759420

WHATSAPP US ON 08137701720

DIAGNOSING STAFFING CONDITIONS IN SECONDARY SCHOOLS

CHAPTER ONE

INTRODUCTION

Background of the study

In the education of the conditions necessary for growth and survival of any organization, the role of staff diagnosing is a strategic factor that cannot be over emphasized it is believed that both the individual and the organization need to know how well their performances is contributing to the accomplishment of the job plan to the starting plan and ultimately the overall strategic grand plan of the organization. In addition, the individual employee requires feed back related to his or her own goals development as well as that related management expectation. Staff diagnosing is also a developmental process. Since it seeks to identify the strengths and weakness of the employee as a guide to his further development. It is usually made in prescribed manners at specific intervals such as quarterly, biannually or assesses his or her job performances and where necessary, gives his guidelines and advice for improving efficiency and effectiveness.

Also, the researcher discovered that no good communication of staff diagnosingresult to the employer.

Lack of communication or inadequate communication; the information kept by ABC transport on their staff staff diagnosingis very poor and most of the data are out dated and of little or no recusant to drawing conclusion on their methods of performance appraisal. An effective staff diagnosingreview serves these general purposes. In other words, the essence of staff diagnosingis to give information for promotional emotive, pay increase, training and development and discharge of employee.

Secondly, it provided employee with constructive feedback on how they by their managers, thus leading to increased productivity.

Flipo (1980-2004) identified the following:

Three appraisals as follows:

1. A casual and unsystematic approach.

2. the traditional and higher systematic measurement of;

(a) Employee characteristics

(b) Employee contribution

3. Mutual goal setting through management by objective programme (MBO) that effective staff diagnosingsystem have the potential to provide opportunity for managers and employees to communicate and agree upon what is expected to each and plan to performance based on the overall objectives of the organization. Legal implication often dictates the need for jobs to be defined explicitly for objectives to be set and agreed upon by manager and employee and performance to be based on criteria that include more than just judgment of the managers to be able to relate to the individual as possible.

Statement of the problem

There may have been previous researches in this subject. This work gives further explanations and analysis in diagnosing staffing conditions in secondary schools

Objectives of the study
To understand the impact of diagnosing of staff conditions on academic development in secondary schools.
To understand the relationship between effective diagnosing of staff conditions and teachers, and students job and academic performance.

Research questions
What is the impact of diagnosing of staff conditions on academic development in secondary schools.
What is the relationship between effective diagnosing of staff conditions and teachers, and students job and academic performance.