Prediction of academic manpower system of a Polytechnic institution in Nigeria (original) (raw)
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Mathematical theory and modeling, 2020
The use of Mathematical models for manpower planning has increased in recent times for better manpower planning quantitatively both in public and private sectors. In respect of organizational management, numerous previous studies have applied Markov chain models in describing title or level promotions, demotions, recruitment, withdrawals, or changes of different career development paths to confirm the actual manpower needs of an organization or predict the future manpower needs. The movements of staff within the grades or job group levels called transitions are usually the consequences of promotions or transfers between segments or wastage and recruitment into the system. In this study we determined and compared the transition rates of the academic staff of science and art faculties, the expected time taken before one attains the highest academic rank, and the absorption rates in the university. The data was collected from Moi University- Eldoret and the grades or job groups were: T...
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This paper examines the passage of academic staff in a faculty using an absorbing Markov chain. Two cases involving regardless of staff leaving intentions and staff unwillingness to leave are considered. Findings reveal that when the latter is the case, staff will look forward to staying perpetually in the system. On the case involving regardless of staff leaving intentions, expected waiting time for each grade in each department in the faculty is established while suggestions are made to prospective applicants. Keywords : Absorbing Markov Chain; Academic Staff; Career Pattern; Grade; Faculty.
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… of Innovative Research in Engineering and …, 2011
The revolving door policy upon which the appointment of Vice-Chancellors of the Nigerian Universities is set appears to hasten the onset of dissonance and discontinuity in the general institutional arrangements and polity. Moreover, little effort appears to have been made to characterize manpower flow in relation to the manpower policies driving such system in order to ascertain if they are congruent with the raison d'être of the institutions. This study, which is an applied research, seeks to use the Markovian statistical tool to unravel the dynamics of staff stock and flow in a typical first generation Nigerian University with the ultimate intent of lucidly describing the existing manpower policy and pointing to its future direction. A forty-year data of staff transition within the six well defined states space, were transformed into frequency distributions which was ultimately used to estimate the transition probability matrix (TPM) that substantiated into a valued diagraph. Our research findings clearly suggest that about 47% of newly recruited staff exit the employment system through normal retirement while a disturbing 53% leave by either voluntary withdrawal or wastage. Possible attributions, or factors to blame, for this high attrition rate is principally staff seeking and discovering greener pastures, and disciplinary cases. The conclusion thereof is that, overall, in view of the favourable staff development programme, the existing manpower policy can be described as liberal and firm, and above all is tilted towards prime pumping capacity building. The research outcome, which is a strategic imperative for Nigerian universities, provides game-changing solutions and practical guides needful to align manpower policies to corporate goals.
A forecasting methodology for academic manpower requirements in a small sized technical university
Higher Education Policy, 1999
The operation of any organization depends on the supply of its manpower\ and forecasting manpower needs is an essential part of the future strategic planning[ Higher education in no exception\ and academic manpower requirements constitute a crucial sector of the human resources development in the country[ Subsequently\ a simple\ reliable yet rigorous method for forecasting such academic\ manpower requirements becomes a major element in any strategic planning e}ort[ In this paper\ the Stepwise Regression Analysis technique is suggested as a reasonable and reliable forecasting method for a small sized technical university[ King Fahd University of Petroleum and Minerals "KFUPM# is used as an example for the application of the technique[ The correlation established using the PC based Statgraphics software\ was signi_cant enough to justify con_dence in the use of that technique[ This method provides an attractive option for planners to develop reasonable forecasts for the decision makers[ Þ 0888 International Association of Universities[ Published by Elsevier Science Ltd[ All rights reserved[
Mathematical Model for Nigerian University Academic Staff Mix by Rank
In order to ensure quality graduates which are critical to national development and central to the progress of the society are produced in Nigerian Universities, the National Universities Commission (NUC) stipulates a minimum benchmark for academic staff mix by rank and Lecturer/Students' ratio for all degree programmes across the country. However, the NUC accreditation visits for degree programmes has confirmed inaccuracies in the implementation of these guidelines partly due to lack of simplified Mathematical expressions towards this direction. In this paper, a Mathematical model is put forward for appointment and distribution of academic staff in line with the existing academic staff mix and Lecturer/Students' ratio of NUC bench mark for minimum academic standard.
THE STRUCTURE OF ACADEMIC STAFF IN FEDERAL, STATE AND PRIVATE UNIVERSITY IN THE NIGER DELTA REGION
AFRICAN SOCIAL AND EDUCATIONAL JOURNAL FACULTY OF BUSINESS ADMINISTRATION IMO STATE UNIVERSITY NIGERIA, 2016
The National Universities Commission (NUC) since its inception In 1962 has approved guidelines for the administration of university education in Nigeria. It is in line with an aspect of these stipulated guidelines that this study was carried out basically to ascertain If available academic staff structures In universities in the Niger Delta region as at the 2010/2011 academic year were operating within the approved benchmarks. Three research questions were raised and answered. The ex post facto design was adopted for the study. The population consisted of twenty-six (26) federal, state and private universities in the nine (9) states of the Federal Republic of Nigeria that make up the Niger Delta region while a sample of nine (9) (three (3) each from federal, state and private) universities was drawn and used for the study. Descriptive statistics was used to analyse the data pertaining to the research questions. Findings revealed that for the federal universities, an average structure of approximately 23:22:55 percent existed; the state universities recorded an average of approximately 20:17:63 percent; while the private universities had an average of approximately 18:15:66 percent for the professorial, senior lecturership and other lecturership grades respectively; the overall structure was 21:20:59 percent across all sampled universities; while it was established that there were no strict conformity to the NUC's approved structure of 20:35:45 percent. Consequently, it was recommended amongst other things, that the government should equip the existing universities to enable them enroll more students and retain their senior academic workforce instead of losing them to newer universities as a result of proliferation of universities and duplication of programmes.
ACADEMIC STAFF NEEDS OF UNIVERSITIES IN THE NIGER DELTA REGION OF NIGERIA
Delsu Journal of Educational Research and Development (DJERD) Special Edition, 2015
Over the years, research findings have shown that many Nigerian universities are bedeuiled with 'over employment of non-academic staff while some schools failed the National Universities Commission (NUC)accreditation exercise because of low employment of academic staff It is against this background that this study was carried out to ascertain the number of academic staff' available per faculty as well as determine the additional need or excess academic staff per faculty in universities in the Niger Delta regionfor the 2010/2011 school year using the NUCBenchmark as a yardstick. The study employed the ex-post facto design. It was a descriptive survey. Thepoptilaiion consisted of all twenty-six (26)federal, state and private universities in the nine states that make up' , the Niger Delta region. Using the stratified random sampling technique, a sample of nine (9) federal; state and private universities was drawn and used for the study. The instrument for data collection was a self-developed checklist titled, "Academic Staff Need for Faculties" (ASNF) which was validated by two senior academics of the Faculty of Education, Delta State University, Abraka. The reliability coefficient of the instrument was not established as the data collected were discrete *" nature. Descriptive statistics (percentages, tables and graphs)' were used to answer the four research questions raised to guide the study. The major findings revealed that there were 5,865 academic staff available in allfaculties of all.sampled universities while 5,589 were requiredfor the ,period under study; excess 273 representing 4.65% of the .. total academic staff strength existed across all faculties even though there were established faculties (especially in ,science' and technology based disciplines) in dire need of additional lecturers; while it was established that the Faculty. of Medicine had the hiqhest: need of 269 academic: staff: , The study concluded that universities in the region are short-staffed in faculties such as Medicine, Engineering/Technology and Science. It was recommended amongst others that university administrators should source for academics from other universities around the globe tofill these identified areas of shortfalls.
Human Resource Situation in Nigerian Universities: A Case Study of Ekiti State University, Ado-Ekiti
Journal of Educational and Developmental Psychology, 2012
This paper examined the human resource situation in Nigerian universities, using Ekiti State University as a case study. The research design used was a descriptive survey type. The population and sample consisted of all the academic staff of the university under investigation. Secondary data was considered and relevant data were collected from the academic planning division of the vice-chancellor's office, Ekiti State University in order to find out the human resource situation in terms of quantity, quality and adequacy as specified by NUC guidelines in the university under investigation. Finding showed that the university under consideration fair very well in terms of academic staff in professorial cadre, considering NUC requirement but its however bottom heavy in terms of academic staff mix. Majority of academic staff in Ekiti State University are in the cadre of lecturer I downward with the 65.1% of the entire academic staff falls into this category; which did not meet up with National Universities Commission (NUC) ideal recommendation of only 45%. Based on this, it was therefore recommended among others that more academic staff of the senior cadre should be recruited to the Nigerian universities to remedy the short fall in the system and so as to equally adhere strictly to NUC standard of lecturer/student ratio in order to ensure quality; since the findings in the university under investigation is not totally different from what is obtainable in other Nigerian universities.