INTRODUCTION

Education is fundamental to development and growth. The human mind makes possible all
development achievements, from health advances and agricultural innovations to efficient public
administration and private sector growth. For countries to reap these benefits fully, they need to
unleash the potential of the human mind. And there is no better tool for doing so than education.
Most developed countries government and development partners affirmed the importance of
developing the educational sector as to enable it bring about a total turn around on its economic
development as well as broadly improving the people’s lives. In cause of this they declared
Education for All as a goal. While enrolments have risen in promising fashion around the world,
learning levels have remained disappointingly and many remain left behind. Because growth,
development, and poverty reduction depend on the knowledge and skills that people acquire, not
the number of years that they sit in a classroom, we must transform our call to action from
Education for All to Learning for All (LaMarco, 2018).
Of all the resources in an organization, the human resource is one of the most important. In fact,
it is arguably the most important. The development of this resource is necessary for the
organization to grow. Unlike other basic resources of the organization, the human resource tends
to have the potential to help the organization to grow in an appropriate direction. In this sense,
human resources development is about identifying, nurturing, managing, and using the abilities
demonstrated by employees in order to help the company to attain its objectives. The human
resources development management office in a company is in charge of this function and is there
to create the right climate in the organization that the employees need to help them develop so
that they can help the company to develop. In the modern world, the human resource function of
the organization, an entire industry, and the global workplace, in general, goes well beyond what
happens in the office. While the human resources department will do its fair share of training
employees, coming up with career development programs for them, planning for their success,
and so on, there needs to be some kind of support in the education system to prepare candidates
for the process altogether (Armstrong, 2003).
When a candidate receives some kind of training while in school that helps them to prepare for
the job, then the job of the human resources department is made much easier because a lot less
has to be invested in the training of an employee upfront when they join an organization.
Education can be seen as both an objective and component of development, as well as

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fundamental to the broader notion of expanded human capabilities that lie at the heart of the
meaning of development. Human resource planning will help the organization in having the right
technical and soft skills to optimize their function within the company. It also allows managers to
better train and develop the skills needed amongst the workforce. Human resource planning is
the process by which the organisation ensures that it has the right number and right kind/type of
people in right places, at the right time, effectively performing organisational tasks and helping
in the achievement of organisational objectives.
The planning of human resource originates from human resource management. A commonly
used human resource management, though a new nomenclature as a field of study in today’s
context existed in some form with the evolution of human organization. Nevertheless, it is a
systematic study started with the development of the field of management in the beginning of the
21th century (Gupta, 2009). In delivering of services to the population, human resources play a
critical role. Different management teams and decision makers have to ensure that the right
number of people, with right skills is at the right place at the right time to deliver services for
both organizational and client needs, at an affordable cost. More elaboration is given on human
resource planning its process of analyzing and identifying the need for, and accessibility of
human resources so that an organization can achieve its goals. Human resource planning from its
origin enables workforce planning, or personnel planning, that anticipates and makes the
provision of the movement of people into, within and out of the work group. Its primary purpose
is to enable the work group maximize the utilization of its human resources by making sure that
the right number of people, of the right capabilities, is available to do the task in correspondingly
right job positions at the right time. Human resource planning helps work groups to implement
their short and long- term organization plans. Due to the vital role of human resource to the
performance of the company, human resources planning is very important part of the strategic
plan of any work group (Gupta, 2009).
Human Resource Planning is the predetermination of the future courses of action from a number
of alternatives for procuring, managing, motivating, compensating, career and succession
planning, promoting and separating the human resources of an organization. Human resource
planning as “a process by which an organisation should move from its current manpower
position to its desired manpower position. Through planning, management strives to have the
right number and right kind of people at the right places at the right time, doing things which

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result in both the organisation and the individual receiving maximum long- term benefit. Human
Resource Planning determines the human resource needs of the whole organisation arid also of
each of its departments for a given period in future to accomplish various activities, functions
and operations envisaged in connection with the achieving the organisational goals and
objectives. Human Resource Planning is the predetermination of the future courses of action
from a number of alternatives for procuring, managing, motivating, compensating, career and
succession planning, promoting and separating the human resources of an organisation.
Human Resource Planning or Manpower Planning involves identifying staffing needs by
analysing properly the available human resources and determining what additions and/or
replacements are required in order to maintain the staff of the desired size and quality. It can be
at different levels and for different purposes (Moyo, 2015). At the national level, manpower
planning is done by the Government for economic development, such as population projections,
educational facilities, etc. Such manpower planning is also known as macro-level planning.
Managing human resource is an important function of any entire organisation. It is a process of
identifying, maintaining and enhancing the knowledge, skill and the ability of the individuals in
the workplace.
The enhancement of these qualities of an individual must be related to the organisational goals
and objectives. In the 21st century, the concept of Human Resource Management (HRM) is
becoming slowly outdated and the emerging concept, i.e., Human Resource Planning (HRP) is
becoming more prominent. HRP is a more forward-looking approach than the management of
human resource. Human resource planning assesses the human resource requirement in advance
keeping
in view the market condition, production schedule, employees’ level of motivation and
availability of resources. HRP is the integral part of the overall corporate plan. The importance
of HRP can be clearly identified by discussing its importance and objectives (Hoque &
Kamaluddin, 2014). Human resource planning is now a forward-looking function which helps in
assessing the human resource requirements in advance which helps the business schedules,
market analysis and expansion/acquisition plans. To address the human resource concerns
systematically, organisations have started adopting short-term and long-term solutions. These
have taken into account the rapid changes in technology and developments in the market. The
purpose of human resource planning is to assess the future supplies and demands for human

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resource in connection with where the organisation is, where it is going and its implications on
human resource. Attempts are made to match the supplies and demands, making them
compatible with the achievement of organisation’s future needs.
Human resources planning being one of the growing areas of academic study, various
organizations regard their human resource as their core competency because it would lead to
wards its better performance. Human resource planning normally gives reflection to the
performance of a particular Institution all of which depends on its efficiency. Inefficient and
ineffective human resource planning both have become a major problem in most group works
performance in Nigeria despite of various reforms taking place in different periods by the
government). It is caused by a big number of underperforming organizations as indicated in
Daily News and other government reports. As in local government and private sectors, always
there exists deficit of workers mostly in health and Education sector. It is on this premises that
this study sought to examine human resource planning for effective educational development in
Nigeria.
Human Resource
The term human resources (HR) describes the people who make up the workforce of a company
or organization. In the business world, human resources is the department responsible for
recruiting and training staff, developing workplace policies, administering employee benefits,
and motivating employees to stay with the organization. A human resource is a person (human)
or employee that works for an organization. Employees are resources that further the goals of the
company by providing labor. Human resources referred to all the employees of an organization.
The people in work organizations, endowed with a range of abilities, talents and attitudes,
influence productivity, quality and profitability. People set overall strategies and goals, design
work systems, produce goods and services, monitor quality, allocate financial resources, and
market the products and services. Individuals, therefore, become ‘human resources’ by virtue of
the roles they assume in the work organization. Employment roles are defined and described in a
manner designed to maximize particular employees’ contributions to achieving organizational
objectives. Human resources are the set of people who make up the workforce of an
organization, business sector, industry, or economy. A narrower concept is human capital, the
knowledge and skills which the individual’s command. Similar terms include manpower, labor,
personnel, associates or simply: people (Moyo, 2015).

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Human resources are used to describe both the people who work for a company or organization
and the department responsible for managing all matters related to employees, who collectively
represent one of the most valuable resources in any businesses or organization. The term human
resources were first coined in the 1960s when the value of labor relations began to garner
attention and when notions such as motivation, organizational behavior, and selection
assessments began to take shape in all types of work settings. Human resource management is a
contemporary, umbrella term used to describe the management and development of employees in
an organization. Also called personnel or talent management (although these terms are a bit
antiquated), human resource management involves overseeing all things related to managing an
organization’s human capital.
Human Resource Planning
Human resource planning (HRP) is the continuous process of systematic planning ahead to
achieve optimum use of an organization's most valuable asset—quality employees. Human
resources planning ensures the best fit between employees and jobs while avoiding manpower
shortages or surpluses. E.W. Vetter viewed human resource planning as “a process by which an
organisation should move from its current manpower position to its desired manpower position.
Through planning, management strives to have the right number and right kind of people at the
right places at the right time, doing things which result in both the organisation and the
individual receiving maximum long-run benefit. Moyo (2015), added that human resource
planning is “an integrated approach to performing the planning aspects of the personnel function
in order to have a sufficient supply of adequately developed and motivated people to perform the
duties and tasks required to meet organisational objectives and satisfy the individual needs and
goals of organisational members.
Human resource planning may be viewed as foreseeing the human resource requirements of an
organisation and the future supply of human resources and- (i) making necessary adjustments
between these two and organisational plans; and (ii) foreseeing the possibility of developing the
supply of human resources in order to match it with requirements by introducing necessary
changes in the functions of human resource management. In this definition, human resource
means skill, knowledge, values, ability, commitment, motivation, etc., in addition to the
number/of employees. Human resource planning (HRP) is the first step in the HRM process.

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HRP is the process by which an organization ensures that it has the right number and kind of
people, at the right place, at the right time, capable of effectively and efficiently completing
those tasks that will help the organization achieve its overall objectives. HRP translates the
organization’s objectives and plans into the number of workers needed to meet those objectives.
The actual HRM process starts with the estimation of the number and kind of people required by
the organization for the coming period (Reilley, 2006).
HRP is also known by other names such as ‘Manpower Planning’, ‘Employment Planning’,
‘Labour Planning’, ‘Personnel Planning’, etc. HRP is a sub-system in the total organizational
planning. In other words, HRP is derived from the organizational planning just like production
planning, sales planning, material planning, etc. The organisation’s objectives and strategies for
the future determine future requirement of human resources. It only means that the number and
mix of human resources are reaction to the overall organisational strategy. If the intent is to get
closer to people possessing requisite qualifications, the organisation should act quickly. Human
Resource Planning or Manpower Planning (HRP) is the process of systematically reviewing HR
requirements to ensure that the required number of employees with the required skills is
available when they are needed. Getting the right number of qualified people into the right job is
the crux of the problem here. In actual practice, this is not easy. Due to constant changes in
labour market conditions, qualified people possessing relevant qualifications are not readily
available. The organisation needs to go that extra mile, dig up every source of information and
exploit every opportunity that comes its way in order to identify talent (Mathias, 2003).
HRP is simply not a process of matching the supply of people (existing employees and those to
be hired or searched for) with openings the organisation expects over a given timeframe. It goes
a step further in order to reach out to right kind of people at right time, spending time, resources
and energies. Without careful planning, advance thinking and prompt actions, it is next to
impossible to get competent and talented people into the organisation. Human resource planning
is the responsibility of both the line and the staff manager. The line manager is responsible for
estimating manpower requirements. For this purpose, he provides the necessary information on
the basis of the estimates of the operating levels. The staff manager provides the supplementary
information in the form of records and estimates (Claydon, 2007).
Human Resource Plan Factors
Several factors affect HRP. These factors can be classified into external factors and internal

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factors.
External Factors: Government Policies: Policies of the government like labour policy,
industrial relations policy, policy towards reserving certain jobs for different communities and
sons-of the soil, etc. affect the HRP.
Level of Economic Development: Level of economic development determines the level of HRD
in the country and thereby the supply of human resources in the future in the country.
Business Environment: External business environmental factors influence the volume and mix
of production and thereby the future demand for human resources.
Level of Technology: Level of technology determines the kind of human resources required.
International Factors: International factors like the demand for resources and supply of human
resources in various countries.
Outsourcing: Availability of outsourcing facilities with required skills and knowledge of people
reduces the dependency on HRP and vice-versa.
Internal Factors: Organizational Policies and Strategies: Organizational policies and strategies
relating to expansion, diversification, alliances, etc. determines the human resource demand in
terms of quality and quantity.
Human Resource Policies: Human resources policies of the organizations regarding quality of
human resource, compensation level, quality of work-life, etc., influences human resource plan.
Job Analysis: Fundamentally, human resource plan is based on job analysis. Job description and
job specification determines the kind of employees required.
Time Horizons: Organizations with stable competitive environment can plan for the long run
whereas the firms with unstable competitive environment can plan for only short- term range.
Type and Quality of Information: Any planning process needs qualitative and accurate
information. This is more so with human resource plan; strategic, organizational and specific
information.
Organizational Production Operations Policy: Organizational policy regarding how much to
produce and how much to buy from outside to prepare a final product influence the number and
kind of people required.
Trade Unions: Influence of trade unions regarding number of working hours per week,
recruitment sources, etc., affect the HRP.
Concept of Educational Planning

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Educational planning involves a systematic and scientific set of decisions for future action with
the aim of achieving set educational goals and objectives through effective use of scarce
resources. It provides the tool for coordinating and controlling the direction of the educational
system so that educational objectives can be realized. It is a process of identifying and
classifying educational needs of a nation and the direction education should take and the
strategies for implementing decisions concerning educational development. Akpan (2000)
maintains that educational planning should reflect the state of development of a nation including
the needs and readiness to execute the planned objectives. Thus, educational planning must take
into consideration the population growth of children of school age in relation to access to
education, educational opportunities and the demand for education. Comb cited in (Akpan, 2000)
described educational planning as the application of rational systematic analysis to the process of
educational development with the aim of making education more effective and efficient in
responding to the needs and goals of the learners and the society. This means that educational
planning should take into account the needs of the pupils/students in terms of learning facilities
and equipment, textbooks, classroom spaces and qualified educational personnel. In meeting the
needs of the society, educational planning should take cognizance of the manpower, cultural,
social and communication needs of the society (nation) as well as the economic changes (Akpan,
2000).
Therefore, educational planning is a blue-print that gives direction for future development of a
nation’s educational system and prescribes courses of actions for achieving defined goals and
objectives. Educational planning involves restructuring of the present educational system,
forecasting future possibilities, formulating realistic and achievable goals and objectives
developing action plans for implementation and periodic appraisal of progress and achievement.
The political, social, economic and technological needs of a nation must be considered in
educational planning.
In support of this fact, Beeby cited in Okwori (2011) states that educational planning is the
exercise of foresight in determining the policy, priorities and cost of educational system having
due regards for economic and political realities for the system potentials, for growth and for the
needs of the country and of the pupils served by the system. This implies that educational
planning is a scientific study of the future with regard to a nation’s educational development. The
future development of a nation is the focus of educational planning. It involves studying the

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future educational needs of a country and putting in place relevant policies and priorities, actions,
and programmes that will enhance achievement of set educational goals. Educational planning
does not just happen by chance. It is an organized social practice involving studying the present
and using available information concerning the educational challenges of a country to plan for
future educational development. The outcome of educational planning is the education plan
which contains educational policies, goals and objectives, activities and programmes to be
carried out, implementation strategies, method of monitoring and evaluation of achievement and
progress and the time frame for implementation.
Importance of Educational Planning
a. It helps in identifying educational goals and objectives.
b. It helps in even or effective distribution of scarce resources.
c. It aids decision making in education.
d. It is necessary for administrative decision making in education.
e. It enables a nation to make her choices clear in terms of educational needs.
f. It enhances optional utilization of resources and so eliminates imbalance and waste.
g. Effective planning makes provision for quality education, sustainable national economy.
h. Effective educational planning enhances investment in human capital which leads to
rapid national economic growth.
i. Educational planning reduces exigencies in the educational sector. Problems are
anticipated in time and dealt with appropriately.
j. It enables stakeholders in education to gain economic insight in the use of scarce
educational resources. Since education is a social good that provides benefits to the
people and the nation, it is important that education should be well planned.
k. Well planned education enhances literacy and reduces ignorance among citizens.
l. Planning gives direction and guidelines for a country’s educational system.
Reasons for Planning Education
A plethora of environmental and situational variables impact greatly on our educational system;
the effect of these variables make educational planning imperative. These factors include but not
limited to
1. The increasing cost of education in Nigeria.
2. The impact of technological development all over the world.

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3. The impact of globalization on national development.
4. Unemployment.
5. Social changes.
6. Global citizenship and competitiveness.
7. Inflationary trend.
8. Poverty.
9. Increasing demand for and access to education.
10. The growing need for professionalization of the education enterprise.
Effective and proper educational planning is necessary in order to minimize or completely
eliminate the effect of these factors on our educational system. Akpan (2000) points out that our
country is plagued with a lot of uncertainties. These include economic and political uncertainties.
These problems abound both within and outside the educational system. The purpose of
educational planning is to deal realistically with these uncertainties. Mark cited in Akpan (2000)
states that dealing sensibly with uncertainty is not a byway on the road to responsible business
and government decisions. Thus, with effective forecasting or planning our educational system
can be made less uncertain (Akpan, 2000).
We live and operate in a dynamic and changing society, so are our educational institutions. In
some cases, these changes may be rapid or gradual. In whatever rate the changes occur, the
educational enterprise is affected directly or indirectly. Thus, for the educational system to
remain in a state of equilibrium in an ever-changing society like ours there is need for
educational planning in order to forecast the future and plan for it. Our educational system is
faced with scarce human and materials resources. Optimal utilization of these scarce resources
calls for effective planning. Proper planning saves time, energy and resources and enhances
successful implementation of education plan and attainment of educational goals and objectives.
It brings about effectiveness in the execution of educational activities, actions and programmes
as well as promotes high productivity of educational personnel. According to Ukeje in Akpan (2
000), careful planning reduces the number of emergencies as these are anticipated in time and
taken care of. Good planning therefore, avoid decision random for all decisions are carefully
related into a coordinated
whole.
Educational planning specifies the goals, values and practices and gives the direction

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for future educational development of a country. It also specifies and sets a limit to a course
of action related to education in a country (Adepoju, 2000). The impact of information and
communication technology which has turn the entire world into a global village calls for the
restructuring and effective planning of education in order to equip learners with current
scientific and technological development all over the world. These will make our graduates to
acquire scientific and technological knowledge that can make them to be global citizens that
can compete globally.
Similarly, the need to tackle the galloping rate of unemployment and poverty in
Nigeria calls for effective planning of our educational system. The poverty level is increasing
rapidly, so is the rate of unemployment. In order to tackle this menace in our society we need
the type of educational system that can equip learners with skills and knowledge that will
help them to create jobs for themselves so as to reduce or eliminate poverty. This can only be
achieved through careful educational planning.
The high level of inflation and the ever increasing cost of education in Nigeria have
led to students’ dropout from schools. Many of them do not have access to education
especially those from poor socio-economic background. They cannot pay their fees because
of high cost of education. Therefore there is need to have a rethinking of our educational
system. Hence the need for proper educational planning that can take care of the less
privilege and the vulnerable.
The desire to develop quality and adequate manpower to man the various sectors of
the country’s economy necessitates the need for effective educational planning. The desire to
attain political, socio-economic and cultural progress of a country calls for educational
planning. When there are existing contradictions, ambiguities as well as inequalities in
educational practices in a nation, educational planning becomes necessary to address these
problems. Educational planning is done to reform the educational system of a country in
terms of duration of education cycles, the curriculum, quality of education and system
structure. In this way educational planning improves effectiveness, efficiency and
productivity.
Characteristics of Effective Educational Planning
A good and effective educational planning should have the following features:

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1. It should be dynamic: We are living in a society and environment that are not static and
changes occur daily. Educational planning should be dynamic in order to keep pace with changes
in the society.
2. It should be comprehensive: Planning should take the overall view of the entire educational
system. If planning is concerned with national educational system, the overall view of the
national educational system must be done in order to have adequate information for planning. If
the planning is for one level of education, for example, secondary education, an overall
assessment of the secondary educational system must be carried out.
3. Educational planning should be integrated: This implies that educational planning should aim
at maximizing output through the use of limited resources. Efforts should be made to link the
various planning operations and the focus should be to improve the outcome of educational
services provided.
4. Educational planning should be iterative: Planning should require redefining educational goals
and objectives because of serendipity and unforeseen obstacles. The planning should be flexible
to give room for adjustment.
5. Planning should provide for exploration of alternatives: This would enhance choice of possible
alternatives, in terms of methods, strategies and approaches for effectiveness and efficiency.
6. Educational planning should be goal-oriented: It should focus on achievement of set
educational goals and objectives. Planning should be based on clearly defined goals that are
simple and easy to understand.
7. Educational planning should be future-oriented: It should focus on the improvement of future
educational development.
8. Educational planning should be pragmatic: This means that the plan should be good and
effective. The pragmatic nature of educational planning can be evaluated by how good the plan is
and how well it is implemented.
9. Planning of education should be a continuous process that takes into consideration current
changes in the society.
10. Educational planning is a deliberate action It does not happen by accident.
11. Educational planning is a formal activity. It has a structured plan and some procedures in a
written form to follow.
Concept of Educational Development

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Educational Development takes a different approach for the improvement of the institution, with
a focus on the course, the curriculum and student learning. In this approach, instructors become
members of a design or redesign team, working with instructional design specialists to identify
appropriate course structures and teaching strategies to achieve the goals of instruction (Carl,
2009). Educational development programs can also examine how a course fits into the overall
departmental and institutional curriculum; they help define instructional goals and methods that
will maximize learning; they evaluate course effectiveness in terms of goal achievement; they
support faculty in selecting and using teaching and learning technologies; and they produce or
evaluate learning materials for use in the course (Alsubaie, 2016).
Many instructional development programs include a media design component. Many programs
have expanded this focus to include training faculty members and teaching assistants to perform
these functions themselves. This involves the presentation of workshops on course design,
alternative instructional methods, new and effective technological tools or learning management
system features, and materials production (Handler, 2010). This expansion also frequently
includes an assessment component that either studies a variety of questions about instructional
effectiveness or assists faculty members and graduate students in conducting their own studies of
course methods.
Integration of Human Resource Planning in Educational Development Planning
One of the fundamental determinant of the effectiveness and efficiency of the educational sector
is the quality of its human resources. Thus, there is need for adequate human resource planning
which is concerned with matching resources to the sector’s need. According to Fasuyi (2011),
human resource plannig in the educational sector determines the number, quality, experiences,
and qualification of teachers needed to work in the sector. It is useful in the utilization of other
resources, and is concerned with the utilization of skills for achieving the ultimate goal of an
organization. Thus, human resource planning in educational sector examines the sector’s need in
terms of placement of qualified teachers at the right place and at the time, personnel activities
such as recruitment, selection, placement, training promotion, transfer and discharge. According
to Nzewi (1999) the purpose of recruitment is to produce a shortlist of candidates that are worthy
of interview. After recruitment comes selection whose objective is to employ qualified and
satisfactory individual on the teaching job. Selection tests which are applicable in the process
include intelligence, aptitude, attainment and personality tests. Successful candidates are

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subjected to oral interview which, according to Fasuyi (2011) is the final stage in the assessment
of candidates for teaching employment. Ultimately, job offers are made to the successful
candidates. After job offer comes replacement, which is defined as the employment of successful
candidates to their appropriate positions. Placement is the final stage in employment process. It is
sequel to candidates meeting other conditions tied to the job including, but not limited to
successful medical examination. The placement of teachers in their appropriate positions does
not signal the end of human resource management planning in the educational sector. Rather, it
marks the end of phase 1 in the whole process. The second phase is the development of human
employment of human resources (teachers) after they have been employed.
In planning of teachers have customarily begun by thinking up ways of motivating their students
and providing acceptable classroom activities. Only later, if at all, would they go on to spell out
the purposes or objectives of this teaching and consider means of evaluating whether those
purposes or other activities had materialized. Programmed learning reversed those priorities and
educational technology now revolves around the idea of evaluation, and usually, but not
exclusively, evaluation in terms of objectives. The instructional materials prepared for distance
education students with input from educational developers demonstrate the impact of the
educational technology movement as Rowntree described it (Kelly, 2016). Salient features of
these materials include a clear statement of objectives, frequently in behavioral terms, together
with self-assessment questions related to these objectives, progression through a topic in small
steps, and a linking of formal assessment items to behavioral objectives. Other features may have
been added, derived from research in behaviorist and cognitive psychology. These features may
include hierarchical structuring of text, signposting, insertion of frequent activities, overviews,
cognitive maps, and so on.
These are the criteria by which the quality of self-instructional materials is determined within the
distance education community. They are seldom observed in distance educational materials
prepared by academics working unaided. This is not to deny that in practice educational
developers perform a variety of other roles, such as editorial services or student advocacy.
However, the dominant model derived from educational technology is the one we observe in the
materials produced. Rowntree acknowledged that educational outcomes cannot be identified
precisely. Nevertheless, he assumed that the various aspects of education do interact in a regular
and predictable way. For example, although he eschewed the doctrinaire approach of hard-line

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educational technologists and attempted to replace this with a more even-handed look at the
process of education, the same topics appear: aims and objectives, the design of learning
activities, assessment, media selection, evaluation, and improvement. This is the case, even
though systems theory with its connotations of human engineering, becomes "a systematic
approach," and behaviorist psychology with its connotations of programmed learning and
teaching machines is broadened to "behavioural psychology (Dessler, 2001).
The Importance of Human Resource Developments in Education
Of all the resources in an organization, the human resource is one of the most important. In fact,
it is arguably the most important. The development of this resource is necessary for the
organization to grow. Unlike other basic resources of the organization, the human resource tends
to have the potential to help the organization to grow in an appropriate direction. The goals of
human resource management in education are to develop the workers and to contribute to goal
achievement. Human resource management has some specific roles to play. These are strategic
and operational roles. Strategic Role: Human resources are critical for effective educational
functioning (Wadak, 2011).
Challenges of Human Resource Management Planning in Education Development
Planning
Human resource management has become notably complex in the sense that as human beings,
they are not reliable for doing one thing over and over in exactly the same way. They can be
expensive depending on their cadres, qualification and skills. Their productivity is highly
dependent on the person’s ability to instruct. The same content cannot be delivered every time. A
number of factors have contributed in this complexity (Omebe, 2014). They Include the
Following:
Problems of Financing Education: The first and major challenge of the education system in
Nigeria is inadequate funding by the different levels of governments. This has been identified to
be the primary reason for the set back in the education sector. The issue of poor funding has led
to frequent strikes, especially in Tertiary institutions since the 1990s. Financing the education
sector in Nigeria has to do with the allocation, and effective use of resources garnered from both
internal and external sources. The state of education in Nigeria remains poor and disappointing
after all these years. This can be traced to many issues including poor financing of the education
sector.

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Poor Working Condition: It is not out of way if staff expects to be paid finance rewards
commensurate with the services performed. The ideal thing is to have a systematic producer for
establishing a sound reward system and structure. A good remuneration tends to reduce
inequalities between staff earnings, raise their individual morale, motivate them to work for pay
increase and promotions, reduces inter group friction and employee grievances. Teachers’
salaries are not paid alongside with other civil servants and in some cases, teachers are owned
many months of salary areas.
Problems of Staffing: The problem of staffing is enormous. There is problem on the quality and
quantity of staff recruited for the education of our citizens. The reason is from poor staff
recruitment and selection process. Politicians and God fatherism has taken the upper hand. Some
staff rarely stay in the remote areas where the management wants their services. They use to stay
in the urban areas for self-convenience. The verification exercise carried out by Universal Basic
Education Commission (2000), Shows that an additional 275 to 462 teachers were needed to
teach in primary schools in Nigeria.
Inadequate Statistical Data: The lack of accurate data is an obstacle that hinders making good
policies in Nigeria. In Nigeria, there are swindling figures on the number of children in primary
schools nationwide and the number of children out of school. With no evidence-based research,
the government and bodies in charge of education have little or no direction on what steps to take
to better the education sector. For example, you cannot build schools without knowing how
many children need to be enrolled. In fact, because of inaccurate data, funds released for a
particular project can be inadequate for its implementation. There is a close link between
statistical data and the solutions to education problems in Nigeria.
Political Instability: In Nigeria, whenever a new government comes into power, they change
whatever policies and programs they met in place. This leads to incomplete projects, waste of
resources. Change in policies also affects the financing and smooth running of the educational
sector.
Lack of Political Commitment: The attitude of those in government towards the educational
sector has shown a lack of willingness and commitment to better the sector. The government is
usually lackadaisical towards crucial problems such as funding of the sector. Often times, the
government has to be pressured to review long-standing policies and agreements regarding the

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finances of the education sector. Even upon review, there has often been a lack of commitment to
the parts of the government to seeing the implementation of these policies.
Corruption: Corruption is another root cause of poor financing in the educational sector. From
the point of release of funds to the use of these funds in the actualization of projects, these
processes are plagued with corrupt practices. Many government officials in the educational
sector acquire money to serve their personal interests while some lawmakers are reluctant to pass
budgets on policies if they have not been bribed. Funds meant for the remuneration of staff and
maintenance of infrastructures in the sector are mismanaged by those in charge. Corruption and
mismanagement of funds cut across all levels of government and those in charge of the education
sector themselves (Omebe, 2014).
Politicization of Education: Government officials regard the education sector has a tool for
competition. The government especially at the state level attempt to run many educational
institutions than they can afford. They also use the sector has a money-making machine. For
example, state governments give accreditation to many private schools that are not up to
standard, just so they can make more revenue for their personal pockets.
CONCLUSION
The study concludes that Human resources planning ensures the best fit between employees and
jobs while avoiding manpower shortages or surpluses. Several factors affect HRP. These factors
can be classified into external factors and internal factors which influence Human resource
planning in Nigeria. The paper also addresses how human resource planning influences
educational development ranging from curriculum to evaluation, setting educational objectives,
designing instruction as well as assessment and evaluation. Challenges of human resource
management in education, financing, poor working condition, under staffing, inadequate
statistical data, et., where identified. Thus, education remains a veritable means of human
resource management and nation building in Nigeria. Whatever needs to be done in this sector
should be done in all sincerely and with every urgency for education to fully achieve its
predetermined educational objectives.
Recommendation
Considering the importance of education in human resource planning, the following are
recommended:

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 i. Human resource planning should be made functional and attractive by creating a
conducive atmosphere for teaching and learning;
ii. More government attention is needed for the education sector through improved function
as education remains the basis for the progress of all other sectors of society.
iii. A united salary structure should be made for all categories of teachers within the
education sector, and
iv. Standard of education in Nigeria should be up dated to meet the rapid social changes in
our present Nigeria society.

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