Human management in organizations has evolved through several theoretical perspectives that seek to understand human behavior at work and to improve organizational effectiveness. These theories are particularly relevant to educational management, where the quality of outcomes depends largely on the motivation, competence, and commitment of teachers, administrators, and supporting staff. By applying human management theories, educational institutions can achieve qualitative improvement in planning, administration, and the teaching–learning process. The classical theory of management, associated with thinkers such as Frederick Taylor and Henri Fayol, emphasized efficiency, standardization, and clear division of labor. Human beings were viewed primarily as economic individuals motivated by wages and job security. In educational organizations, this approach helped in establishing formal structures, defined roles, rules, and procedures. It contributed to better organization of school administration, clarity in authority and responsibility, and systematic functioning of departments. However, its limitation was the neglect of social and emotional needs of educators. The human relations theory emerged as a response to the