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This is the complete lecture note for EDM203 Contextual Management of Primary, Secondary and Tertiary Institutions. You can read it online below, open it in the full viewer, or download the PDF for offline study. It pairs with the course's video lectures, so you can read and watch together.
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS COURSE CODE: EDM 203 COURSE TITLE: Contextual Management of Primary, Secondary and Tertiary Institutions COURSE CREDIT LOAD:(2 Units C: LH 30) LISTS OF SERIES: 1. Series 1: Personnel Management and Human Resource Management 2. Series 2: Human Resources and Organisational Dynamics in Education 3. Series 3: Power, Authority, Politics, and Conflict in Educational Organisations 4. Series 4: Communication for Organisational Effectiveness and Human Relationships 5. Series 5: Formal Writing Skills for Teachers and Managers Part 1.1 Concept and scope of personnel management • 1.1.1 Definition and historical background of personnel management • 1.1.2 Core functions of personnel management (recruitment, training, welfare, record keeping) • 1.1.3 Limitations of personnel management in modern organisations Part 1.2 Concept and scope of human resource management • 1.2.1 Definition and evolution of human resource management • 1.2.2 Strategic functions of HRM (planning, development, performance management, employee relations) • 1.2.3 Advantages of HRM over traditional personnel management Part 1.3 Key differences between personnel management and human resource management • 1.3.1 Comparative analysis of scope and focus • 1.3.2 Differences in approach to employee relations and organisational goals • 1.3.3 Case examples of transition from personnel management to HRM in education Part 1.4 Relevance of HRM in educational organisations • 1.4.1 Importance of HRM in managing teachers and staff • 1.4.2 HRM practices for promoting efficiency and effectiveness in schools • 1.4.3 Challenges of implementing HRM in educational settings Introduction
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS In every organisation, whether in education or industry, the way people are managed has a direct impact on performance and long-term success. Schools, colleges, and universities rely on effective systems to recruit, train, and support staff, while also ensuring that their contributions align with institutional goals. This Series introduces you to personnel management and human resource management, two approaches that have shaped how organisations handle their workforce. Understanding these concepts is essential for anyone preparing to manage educational institutions at primary, secondary, or tertiary levels. The aim of this Series is to equip you with the knowledge and skills to define, explain, analyse, and evaluate the principles of personnel management and human resource management, and to apply them in educational contexts. We shall commence this Series by exploring the concept and scope of personnel management, including its historical background, core functions, and limitations. Next, we will move on to the concept and scope of human resource management, examining its evolution, strategic functions, and advantages. Following that, we will analyse the key differences between personnel management and human resource management, with particular attention to employee relations and organisational goals. Finally, we will conclude by evaluating the relevance of human resource management in educational organisations, considering its importance, practices, and challenges. Series Learning Outcomes Upon completing this Series, you should be able to: • SLO 1.1 define personnel management and explain its historical background, • SLO 1.2 describe the core functions of personnel management, • SLO 1.3 analyse the limitations of personnel management in modern organisations, • SLO 1.4 define human resource management and explain its evolution, • SLO 1.5 identify the strategic functions of human resource management, • SLO 1.6 evaluate the advantages of human resource management over traditional personnel management, • SLO 1.7 compare personnel management and human resource management in terms of scope and employee relations, and • SLO 1.8 assess the relevance of human resource management in educational organisations, including its importance, practices, and challenges. 1.1 Concept and Scope of Personnel Management 1.1.1 Definition and historical background of personnel management
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS Personnel management refers to the administrative function concerned with managing people in an organisation. It involves activities such as recruitment, training, welfare, and record keeping. Historically, personnel management emerged during the industrial revolution, when organisations needed systematic ways to handle growing numbers of workers. Its focus was largely on maintaining discipline, ensuring compliance with rules, and handling staff welfare. Fill in the blank: Personnel management emerged during the __________ revolution as organisations sought systematic ways to manage workers. Diagram showing the evolution of personnel management from industrial revolution practices to modern HRM. Caption: Figure 1.1 Evolution of personnel management 1.1.2 Core functions of personnel management
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS The core functions of personnel management include recruitment (the process of attracting and selecting suitable candidates), training (providing opportunities for employees to acquire skills and knowledge), welfare (ensuring employee well-being through facilities and support), and record keeping (maintaining accurate employee data for administrative purposes). These functions are essential for maintaining order and efficiency in organisations. Fill in the blank: The core functions of personnel management include recruitment, training, welfare, and __________ keeping. Box 1.1 Core functions of personnel management Short description: A table listing the four core functions of personnel management. Caption: Box 1.1 Core functions of personnel management
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS 1.1.3 Limitations of personnel management in modern organisations Although personnel management played a vital role in the past, it has limitations in today’s dynamic environment. It tends to be reactive rather than proactive, focusing on administrative tasks rather than strategic planning. Personnel management often treats employees as tools for production rather than as valuable assets to be developed. These limitations led to the emergence of human resource management, which adopts a more holistic and strategic approach. Fill in the blank: Personnel management is often criticised for being reactive and focusing mainly on __________ tasks. Image showing a traditional personnel office with files and paperwork, symbolising administrative focus. Caption: Plate 1.1 Traditional personnel management office
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS Pilot questions 1.1 1. Define personnel management. 2. State one reason why personnel management emerged during the industrial revolution. 3. Identify two core functions of personnel management. 4. Mention one limitation of personnel management in modern organisations. 5. Explain why personnel management is considered reactive. 1.2 Concept and Scope of Human Resource Management 1.2.1 Definition and evolution of human resource management Human resource management (HRM) is a strategic approach to managing people in an organisation, focusing on their development, motivation, and alignment with organisational goals. Unlike personnel management, which is largely administrative, HRM integrates people management into the overall strategy of the organisation. HRM evolved in the late twentieth century as organisations recognised that employees are not just tools of production but valuable assets whose growth contributes to long-term success. Fill in the blank: Human resource management views employees as valuable __________ whose growth contributes to organisational success.
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS Diagram showing the evolution from personnel management to HRM, highlighting the shift from administration to strategy. Caption: Figure 1.2 Evolution from personnel management to HRM 1.2.2 Strategic functions of human resource management The strategic functions of HRM include human resource planning (ensuring the right number of people with the right skills are available), employee development (training and career growth opportunities), performance management (monitoring and improving employee output), and employee relations (building positive relationships between staff and management). These functions ensure that HRM contributes directly to organisational effectiveness and competitiveness.
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