The document discusses the key roles and responsibilities of Heads of Department in educational institutions. It outlines that HODs are responsible for planning, motivating, monitoring, organizing, coordinating, and communicating to provide strong academic leadership. It then discusses each role in more detail and potential benefits and issues that could arise from failing to fulfill those roles, such as lower productivity, disruptive classrooms, and poor performance.

1. GROUP 2

2. Heads of Department- the term
HOD applies to appointed post-
holders who have responsibility
for either an academic
department or school. The
prime role of HOD is to provide
strong academic leadership.

3. Planning
Motivating
Monitoring
Organising
Cordinating
communicating

4. Determining what is to be done
and taking the necessary steps to
accomplish it. This also entails
predicting problems and making
the appropriate recommendations
or strategies to nullify such
impediments.

5.  More organized classes which may result
in better classroom management
 Able to monitor and identify problems
and corrective measures;
 Initiates a more focused instructor which
can result in increase productivity and
efficiency;
 Facilitates effective learning;
 Communicates the goals and objectives of
the department.

6. Results in lower productivity and
inefficiency by both teachers
and students;
Disruptive classrooms which
implies more management;
Unequipped teachers;
Failure to plan

7.  Bringing together all the resources in such a
way that the goals of the department can be
met.

8. Monitor the use of supplies and
materials;
Assist in the delegating of
teachers and classrooms;
Manage finances;
Setting procedures to assist in
accomplishing tasks.

9. Results in
misuse/mismanagement of
finances;
Unequipped with resources
(materials, furniture, etc.)
Lack of teacher/human
resources in the department.

10. A process where by co-workers
are encouraged/influenced to
take the right actions to
complete tasks and jobs.

11.  Increases teacher performance,
 Foster better relationships amongst staff and
students;
 Eases communication process.

12. • Lack of communication which
may result in low productivity.

13. Involves establishing and
implementing work performance
standards and measuring such
standards by matching them
with the established standards.

14. Increases staff collaboration which
can promote creative thinking and
better results of the department;
Identifying corrective measures to
problems within the department;
Organize training/retraining
sessions.

15.  May result in poor performance of the
department and discrepancies among
workers.
 Poor management of workers and low
standard of work.
Failure to Coordinate

16.  Transmitting information and ideas to
workers.
 Benefits of Communicating
 Reduce confusion among workers;
 Ensure clarity of objectives and goals of the
department;
 Increases efficiency and productivity within
the department;
 Foster better relationships among staff

17.  Failure to Communicate
 Confusion within the department;
 Poor management of staff which can lead to
low productivity among students and staff;
 May lead to demotivation of workers.

18. Influencing or guiding the work
processes and motivating
workers to get the various tasks
completed in an effort to
achieve the goals of the
department.

19. Improve teaching and learning
processes;
Helps to identify strengths and
weaknesses of the department,
teachers and students;
Ensure strategic teaching is
executed;
Ensure that goals are met (SBAs are
in order, etc)

20. Results in low performances of
the department;
Reoccurrences of problems
within the department;
Ineffective teaching executed
which results in poor results of
students.
Failure to Monitor

21. Assessing work performances to
determine how well the tasks
have been carried out and what
steps to take to improve future
performance.