Search R&P Entries
Appau, O. B. (2016). Using Counselling to Improve Academic Performance of Students at the College of Agriculture Education of the University of Education, Winneba. International Journal of Educational Leadership, 6,
Abstract
This study was undertaken to assess the extent improved students’ counselling could contribute to academic achievements of students of the College of Agriculture Education of the University of Education, Winneba. Statistics of graduates from 2010 to 2013 for the Bachelor of Science in Agriculture Education and Integrated Science Education were collated and analysed using descriptive statistics. Besides this approach, the student counselling system in the College was observed over the same period. In doing this, a literature search on students’ academic success measures were equally done to compare with the students’ counselling system used at the College. It was found that most students did not know their academic counsellors; there were too many students to one counsellor; counsellors did not have adequate space for counseling. Consequently, it was recommended, among other things, that senior members (non-teaching) should be given the responsibility to counsel students so as to reduce the counsellor-counsellee ratio.
This study was undertaken to assess the extent improved students’ counselling could contribute to academic achievements of students of the College of Agriculture Education of the University of Education, Winneba. Statistics of graduates from 2010 to 2013 for the Bachelor of Science in Agriculture Education and Integrated Science Education were collated and analysed using descriptive statistics. Besides this approach, the student counselling system in the College was observed over the same period. In doing this, a literature search on students’ academic success measures were equally done to compare with the students’ counselling system used at the College. It was found that most students did not know their academic counsellors; there were too many students to one counsellor; counsellors did not have adequate space for counseling. Consequently, it was recommended, among other things, that senior members (non-teaching) should be given the responsibility to counsel students so as to reduce the counsellor-counsellee ratio.
Owusu-Ansah, C. & Afful, D. (2015). Integrating Academic Management with Business Planning Activities: The case of University of Education, Winneba. Journal of Education and Practice, 6,
Abstract
Currently, public universities are facing chronic problem of underfunding. In a bid to explore more alternative and innovative ways of addressing such underfunding challenges, authorities of universities have sought to inject business activities into the management of the universities. They are now forced to search for additional sources of income from the market and serve market needs. They also commercialize some of their activities, services and programmes. This paper seeks to examine traditional role of universities and the need to inject business strategies or activities into the practices of higher education. It further highlights the positioning of the University of Education, Winneba in the marketplace and the challenges of integrating business planning activities in universities. It concludes on what needs to be done to make such intervention meaningful.
Currently, public universities are facing chronic problem of underfunding. In a bid to explore more alternative and innovative ways of addressing such underfunding challenges, authorities of universities have sought to inject business activities into the management of the universities. They are now forced to search for additional sources of income from the market and serve market needs. They also commercialize some of their activities, services and programmes. This paper seeks to examine traditional role of universities and the need to inject business strategies or activities into the practices of higher education. It further highlights the positioning of the University of Education, Winneba in the marketplace and the challenges of integrating business planning activities in universities. It concludes on what needs to be done to make such intervention meaningful.
RegistrySep 02, 2015
Owusu-Ansah, C. (2015). Academic Freedom: Its Relevance and Challenges for Public Universities in Ghana Today. Journal of Education and Practice, 6,
Abstract
There have been various shapes of opinions shared on the concept of academic freedom. This concept means different things to different people. Those outside the University view academic freedom with some level of suspicion. Even among the academia, academic freedom is rarely understood. To foster the growth of knowledge and its dissemination, the frontiers of academic freedom must be widened and embraced. This paper seeks to explore the frontiers of academic freedom, the various limitations practitioners face with the concept and how to make the concept relevant today.
There have been various shapes of opinions shared on the concept of academic freedom. This concept means different things to different people. Those outside the University view academic freedom with some level of suspicion. Even among the academia, academic freedom is rarely understood. To foster the growth of knowledge and its dissemination, the frontiers of academic freedom must be widened and embraced. This paper seeks to explore the frontiers of academic freedom, the various limitations practitioners face with the concept and how to make the concept relevant today.
RegistrySep 02, 2015
Owusu-Ansah, C. (2014). Internationalization of Ghanaian Polytechnic Education: Perspectives, Choices and Challenges. Journal of Business and Educational Policies, 10,
Abstract
As the world becomes a global village, most academic institutions all over the world have opened their doors as a way to integrate international dimensions into their activities. The exposure the students get through internationalization activities does not only help them to become responsible global citizens but it also enables the institutions to develop joint research . This paper seeks to discuss the concept, forms, elements and levels of internationalization, rationales and strategic choices of internationalization. It ends by shedding light on various ways of integrating international dimensions into polytechnic education, the challenges being faced as well as the recommendations to enhance the internationalization agenda in these institutions.
As the world becomes a global village, most academic institutions all over the world have opened their doors as a way to integrate international dimensions into their activities. The exposure the students get through internationalization activities does not only help them to become responsible global citizens but it also enables the institutions to develop joint research . This paper seeks to discuss the concept, forms, elements and levels of internationalization, rationales and strategic choices of internationalization. It ends by shedding light on various ways of integrating international dimensions into polytechnic education, the challenges being faced as well as the recommendations to enhance the internationalization agenda in these institutions.
RegistrySep 02, 2015
Owusu-Mensah, F, Anyan J. A.,Denkyi C, (2015). Staff Development Practices of Open and Distance Learning Institutions in Ghana: The Case of the Distance Education Programme of University of Education, Winneba. Journal of Education and Practice, 6,
Abstract
Staff development plays a crucial role in Open and Distance learning programmes because most of the staff working on these programmes are products of the conventional face to face system. Lack of proper training of staff in ODL can lead to high dropout rate among distance learners. The purpose of this study was to investigate staff development practices of the Distance Education programme of the University of Education, Winneba. The study adopted the quantitative methodology which employed survey questionnaire to collect data from 39 administrators of the Distance Education study centres. The study found among others that, the University does not have a strong pre-service programme for the administrators at its study centres. It also found that, the administrators were satisfied with the first in-service training organised for them. Based on these findings, it was recommended that, the University should put in place strategic human resource development policies in relation to distance education for teaching, technical and administrative and part-time staff and institute regular in-service training programmes for its administrators at the distance Education study centres.
Staff development plays a crucial role in Open and Distance learning programmes because most of the staff working on these programmes are products of the conventional face to face system. Lack of proper training of staff in ODL can lead to high dropout rate among distance learners. The purpose of this study was to investigate staff development practices of the Distance Education programme of the University of Education, Winneba. The study adopted the quantitative methodology which employed survey questionnaire to collect data from 39 administrators of the Distance Education study centres. The study found among others that, the University does not have a strong pre-service programme for the administrators at its study centres. It also found that, the administrators were satisfied with the first in-service training organised for them. Based on these findings, it was recommended that, the University should put in place strategic human resource development policies in relation to distance education for teaching, technical and administrative and part-time staff and institute regular in-service training programmes for its administrators at the distance Education study centres.
RegistryAug 13, 2015
Kutorglo, E, Anyan, J. A and Agbeh, A. (2015). Online Visibility of the Intellectual Output of University of Education, Winneba Staff. Journal of Educational Policy and Entrepreneurial Research, 2,
Abstract
Not available
Not available
RegistryAug 13, 2015
Brew, A.K. & Annan, E. (2015). Using Redeployment to Optimise Human Resource in Higher Education Institutions. International Journal of Contemporary Applied Sciences, 2,
Abstract
Redeployment has been viewed by many institutions across the globe as a viable way of cutting down expenditure. In the light of this, the authors have argued that redeployment as a human resource management strategy could be applied in universities and other tertiary education institutions to cut costs, especially in an era where huge sums of monies are spent annually on staff recruitment, training and development amid the financial constraints currently facing tertiary institutions. Some light has been shed on redeployment and its numerous benefits to employers and employees. The point has also been made that redeployment is a healthy way of making redundant employees more productive within an institution and thereby ensuring general improvement in the institution’s outputs and deliverables. The paper concludes by making recommendations for consideration. The recommendations include the need for tertiary institutions to have policies and procedures for managing redundancy and redeployment and the setting up of redeployment portals on institutional websites. Career adjustment funds could be established to assist with the associated costs of training to facilitate transferring redeployees into alternative positions and also the need to engage the services of experienced human resource professionals who would assist with the management of redeployment services.
Redeployment has been viewed by many institutions across the globe as a viable way of cutting down expenditure. In the light of this, the authors have argued that redeployment as a human resource management strategy could be applied in universities and other tertiary education institutions to cut costs, especially in an era where huge sums of monies are spent annually on staff recruitment, training and development amid the financial constraints currently facing tertiary institutions. Some light has been shed on redeployment and its numerous benefits to employers and employees. The point has also been made that redeployment is a healthy way of making redundant employees more productive within an institution and thereby ensuring general improvement in the institution’s outputs and deliverables. The paper concludes by making recommendations for consideration. The recommendations include the need for tertiary institutions to have policies and procedures for managing redundancy and redeployment and the setting up of redeployment portals on institutional websites. Career adjustment funds could be established to assist with the associated costs of training to facilitate transferring redeployees into alternative positions and also the need to engage the services of experienced human resource professionals who would assist with the management of redeployment services.
RegistryAug 06, 2015
Brew, A.K. & Annan, E. (2014). Quality assurance and benchmarking academic ceremonies: The organisation of congregations in University of Education, Winneba, Ghana. International Journal of Education and Research, 2,
Abstract
The paper presents an overview of incorporating quality assurance and events management principles in the organisation of congregations in institutions of higher learning. It accomplishes this by identifying challenges associated with the organisation of congregations in UEW and prescribes some solutions to those challenges in the light of quality assurance measures and principles in higher education as well as benchmarking practises. The challenges identified included stress on key institutional officers, deserting ceremonial grounds before official closing, improper dressing by graduands, problems associated with the use of open and partially enclosed venues, poor sound quality and attendant problems. The paper recommends some good practices such as delegating authority, use of enclosed venues, managing risks and the adoption of a graduation week policy.
The paper presents an overview of incorporating quality assurance and events management principles in the organisation of congregations in institutions of higher learning. It accomplishes this by identifying challenges associated with the organisation of congregations in UEW and prescribes some solutions to those challenges in the light of quality assurance measures and principles in higher education as well as benchmarking practises. The challenges identified included stress on key institutional officers, deserting ceremonial grounds before official closing, improper dressing by graduands, problems associated with the use of open and partially enclosed venues, poor sound quality and attendant problems. The paper recommends some good practices such as delegating authority, use of enclosed venues, managing risks and the adoption of a graduation week policy.
RegistryAug 06, 2015
Brew, A.K. & Annan, E. (2015). Using Redeployment to Optimise Human Resource in Higher Education Institutions. International Journal of Contemporary Applied Sciences, ,
Abstract
Redeployment has been viewed by many institutions across the globe as a viable way of cutting down expenditure. In the light of this, the authors have argued that redeployment as a human resource management strategy could be applied in universities and other tertiary education institutions to cut costs, especially in an era where huge sums of monies are spent annually on staff recruitment, training and development amid the financial constraints currently facing tertiary institutions. Some light has been shed on redeployment and its numerous benefits to employers and employees. The point has also been made that redeployment is a healthy way of making redundant employees more productive within an institution and thereby ensuring general improvement in the institution’s outputs and deliverables. The paper concludes by making recommendations for consideration. The recommendations include the need for tertiary institutions to have policies and procedures for managing redundancy and redeployment and the setting up of redeployment portals on institutional websites. Career adjustment funds could be established to assist with the associated costs of training to facilitate transferring redeployees into alternative positions and also the need to engage the services of experienced human resource professionals who would assist with the management of redeployment services. Keywords: Redeployment, Redundancy, Employee, Higher Education, Employer, Redeployee, Institution
Redeployment has been viewed by many institutions across the globe as a viable way of cutting down expenditure. In the light of this, the authors have argued that redeployment as a human resource management strategy could be applied in universities and other tertiary education institutions to cut costs, especially in an era where huge sums of monies are spent annually on staff recruitment, training and development amid the financial constraints currently facing tertiary institutions. Some light has been shed on redeployment and its numerous benefits to employers and employees. The point has also been made that redeployment is a healthy way of making redundant employees more productive within an institution and thereby ensuring general improvement in the institution’s outputs and deliverables. The paper concludes by making recommendations for consideration. The recommendations include the need for tertiary institutions to have policies and procedures for managing redundancy and redeployment and the setting up of redeployment portals on institutional websites. Career adjustment funds could be established to assist with the associated costs of training to facilitate transferring redeployees into alternative positions and also the need to engage the services of experienced human resource professionals who would assist with the management of redeployment services. Keywords: Redeployment, Redundancy, Employee, Higher Education, Employer, Redeployee, Institution
RegistryAug 06, 2015
Oppong Frimpong, D. (2014). Staff Satisfaction with Human Resource Management Practices at the University of Education, Winneba. European Journal of Business and Management, 6,
Abstract
The study investigated the level of satisfaction of staff with human resource management (HRM) practices at the University of Education, Winneba, their level of commitment and intention to exit. Descriptive survey design was used for the study. Stratified and simple random sampling techniques were used to sample 120 respondents out of a population of 1,143 full time staff from the Winneba campus of the University. A fifty-item questionnaire was used to collect relevant information on various HR practices from the respondents. Three research questions and two hypotheses were formulated to guide the study. Frequency tables were used to present the responses. Pearson’s correlation was used to test the hypotheses. The major findings were that respondents were satisfied with HRM practices of the University. Respondents were also committed to the University and had no intention to leave. Respondents, however, were dissatisfied with some aspects of training, development and communication practices. The study revealed a strong positive relationship between staff satisfaction with HRM practices and commitment to the University. It was concluded that the high commitment of staff resulted from staff satisfaction with HRM practices. Again, the low employee turnover stems from confidence of staff in the structure of the University. Lack of communication could be attributed to some lapses in administrative procedures in the University. Based on the findings, it is recommended that the University reviews its training and development programmes, explore several channels of downward communication, see to the implementation of its induction programmes, and introduce the use of electronic-HR.
The study investigated the level of satisfaction of staff with human resource management (HRM) practices at the University of Education, Winneba, their level of commitment and intention to exit. Descriptive survey design was used for the study. Stratified and simple random sampling techniques were used to sample 120 respondents out of a population of 1,143 full time staff from the Winneba campus of the University. A fifty-item questionnaire was used to collect relevant information on various HR practices from the respondents. Three research questions and two hypotheses were formulated to guide the study. Frequency tables were used to present the responses. Pearson’s correlation was used to test the hypotheses. The major findings were that respondents were satisfied with HRM practices of the University. Respondents were also committed to the University and had no intention to leave. Respondents, however, were dissatisfied with some aspects of training, development and communication practices. The study revealed a strong positive relationship between staff satisfaction with HRM practices and commitment to the University. It was concluded that the high commitment of staff resulted from staff satisfaction with HRM practices. Again, the low employee turnover stems from confidence of staff in the structure of the University. Lack of communication could be attributed to some lapses in administrative procedures in the University. Based on the findings, it is recommended that the University reviews its training and development programmes, explore several channels of downward communication, see to the implementation of its induction programmes, and introduce the use of electronic-HR.
RegistryJul 07, 2015
