MANPOWER DETERMINATION AND ACADEMIC STAFF JOB PERFORMANCE IN NIGERIAN UNIVERSITIES

The study examined manpower determination and academic staff job performance in Nigeria universities. It looked at how manpower determination is related to the performance of academic staff in Nigerian Universities. The descriptive survey design was used for this study. The population of the study consisted of 154 Deans, 849 Heads of Department and 11,828 academic staff in Southwest Nigeria Universities. The sample was one thousand eight hundred (1,800) respondents, comprising 20 Deans, 70 Heads of Department and 1,710 academic staff. Multistage sampling procedure which involves simple random sampling, stratified random sampling and proportional stratified random sampling technique were used to select them. Two self-designed instruments were used namely, Questionnaire on Manpower determination (QMD) for academic staff and Job Performance of Academic Staff Questionnaire (JPASQ) for Deans and Heads of Department. To establish the reliability of the instruments, the test-retest method was used. The coefficient of the test was 0.74 and 0.71 for QMD and JPASQ respectively which were found to be reliable. The data collected were analyzed using descriptive and inferential statistics such as percentage; mean and standard deviation and Pearson’s product moment correlation. The hypothesis formulated was tested at 0. 05 level of significance. The study revealed that manpower determination is significantly related to the performance of academic staff. Based on the findings of this study, it was recommended that the administrators should pay attention to the quality of the personnel to be hired into the university system so as to be able to conduct effective research and be more productive. The administrators should also endeavour to select the best candidates during recruitment and have orientations with them so as to adapt easily into the system. The school management should also encourage the selected candidates and guide them well during the probation period for greater performance. It was further recommended that administrators should evaluate the ability of the academic staff regularly and give them feedback after evaluation. Human resource administrators should also motivate and incentivise the academic staff through regular payment of salary emoluments and remunerations.