Human Resources Management in Education

Human resource management in education is very important and toy with it would result in jeopardy. Human resources are the key to rapid socio-economic development and efficient service delivery. This is because education personnel’s are the major instrument for achieving educational goals and consequently, national development.

1. ORGANIZATION AND MANAGEMENT
IN EDUCATIONAL INSTITUTIONS
PRESENTED BY:
ANGELICA S.A REYES
MSHRM

2. Human Resource Management
in Education
Introduction of HRM
Roles of HRM
Functions of HRM
Challenges of HRM

3. INTRODUCTION
OF HRM
IN EDUCATION
•Humanresourcemanagementineducationisvery
importantandtoywithitwouldresultin
jeopardy.
•Thisisbecauseeducationpersonnel’sarethe
majorinstrumentforachievingeducationalgoals
andconsequently,nationaldevelopment.
•Humanresourcesarethekeytorapidsocio-
economicdevelopmentandefficientservice
delivery.
•Withoutanadequate,skilledandwell-motivated
workforceoperatingwithinasoundhuman
resourcemanagementprogram,developmentis
notpossible.

4. INTRODUCTION
OF HRM
IN EDUCATION
•Educationshouldbemadeattractivebycreating
aconduciveatmosphereforteachers.
•Moregovernmentattentionisneededfor
educationsectorthroughimprovedfunctionas
educationremainsthebasisfortheprogressof
allothersectorsofthesociety.
•HRMcanbeseenasthedesignofformalsystems
inanorganizationtoensureeffectiveand
efficientuseofhumantalentstoaccomplish
organizationalgoals.
•HRMineducationistheprocessofmotivating
workerstomaximizetheirperformanceinorder
toobtainmaximumoutputstartingfromtheday
theyarerecruited.Thatmeansutilizingpeopleto
performdutiesandfunctionsintheschool.

5. INTRODUCTION
OF HRM
IN EDUCATION
•Teachersarethecriticalresourcesforeffective
implementationandrealizationofthe
educationalpolicesandobjectivesatthe
practicallevelofclassroom.
•Teachersthereforearethemostindispensable
entityintheschool.Theyarethegreatestaidto
learning.
•HRMineducationessentiallyisconcernedwith
threemajorissuesnamely:
i.Assessingtheneedforstaff
ii.Satisfyingtheneedforstaff
iii.Maintainingandimprovingthestaffservices

6. ROLES OF HUMAN RESOURCE MANAGEMENT
IN EDUCATION
•Thegoalsofhumanresourcemanagement
ineducationaretodeveloptheworkers
andtocontributetogoalachievement.
•Humanresourcemanagementhassome
specificrolestoplay.Theseare:
Administrative
Operational
Strategic

7. • ADMINISTRATIVE •
Theadministrativerolesofhumanresourcemanagementinclude
policyformulationandimplementation,recordsmaintenance,welfare
administration,legalcomplianceetc.
POLICY MAKER
Thehumanresourcemangerhelpsmanagementintheformation
ofpoliciesgoverningtalentacquisitionandretention,wageandsalary
administration,welfareactivities,personnelrecords,workingconditions
etc.Healsohelpsininterpretingpersonnelpoliciesinanappropriate
manner.

8. ADMINISTRATIVE EXPERT
TheadministrativeroleofanHR
managerisheavilyorientedtoprocessingand
recordkeeping.Maintainingemployeefiles,
andHRrelateddatabases,processing
employeebenefitclaims,answeringqueries
regardingleave,transportandmedical
facilities,submittingrequiredreportsto
regulatoryagenciesareexamplesofthe
administrativenatureofHRmanagement.

9. RECORDS MAINTENANCE
Theadministrativerolesofa
personnelmanagerinmanagingtheshow
includerecruiting,pre-employmenttesting,
referencechecking,employeesurveys,time
keeping,wageandsalaryadministration,
benefitsandpensionadministration,
wellnessprograms,maintenanceofrecords
etc.

10. COUNSELLOR
Thepersonnelmanagerdiscusses
variousproblemsoftheemployees
relatingtowork,career,theirsupervisors,
colleagues,health,family,financial,social,
etc.andadvisesthemonminimizingand
overcomingproblems,ifany.

11. WELFARE OFFICER
Personnelmanagerisexpectedtobethe
WelfareOfficerofthecompany.AsaWelfare
officerheprovidesandmaintains(onbehalfof
thecompany)canteens,clinics,educationalclubs,
libraries,conveyancefacilities,co-operative
creditsocietiesandconsumerstores.Welfare
officersareexpectedtotakecareofsafety,
healthandwelfareofemployees.TheHR
managersareoftenaskedtooverseeif
everythingisinlinewiththecompanylegislation
andstipulation.

12. LEGAL CONSULTANT
Personnelmanagerplaysarole
ofgrievancehandling,settlingof
disputes,handlingdisciplinarycases,
doingcollectivebargaining,enablingthe
processofjointconsultation,
interpretationandimplementationof
variouslaborlaws,contactinglawyers
regardingcourtcases,filingsuitsin
laborcourts,industrialtribunals,civil
courtsandthelike.

13. • OPERATIONAL ROLE •
AccordingtoMathisandJackson(1997).Operationalactivitiesareboth
tacticalandadministrativeinnature.Griffin(1997)seesoperationalrolefrom
thelegalperspectivebecausesomehaveregulatedvariousaspectsof
employee-employerrelations.
HRMistherefore,interestedincompliancewithequalemployment
opportunitiesandobservationoflaborlaws.
Examples:Applicantsmustbeorientedtotheorganizations,supervisorsmust
betrained,safetyproblemsmustberesolved;wagesandsalariesmustbe
administered.

14. A wide range of activities
typically associated with the
day-to-day management of
people as provided by laws
and regulations must be
performed efficiently.
It is this collection of activities
that has often been referred
to as the personnel function,
and the newer strategic focus
of human resources
management has not
eliminated.

15. • STRATEGIC ROLE •
•Humanresourcesarecriticalforeffectiveeducational
functioning.
•Itsnewimportancestemfromadequatelyrecruited,selected
andsupervised,inductedandadequatelyrewarded,
providedfor,properlydevelop,appraisedandpromotedon
thejob.
•Theywillbecommittedtothejob,remaindedicatedand
productiveintheeducationsystem.

16. • STRATEGIC ROLE •
•Italsorepresentsasignificantinvestmentofthe
educationalefforts.Ifmanagedwell,humanresourcescan
beasourceofcompetitivestrengthfortheeducation.
•Strategically,humanresourcesmustbeviewedinthesame
contextasthefinancial,technologicalandotherresources
thataremanagedinanyorganization(Onah,2008).

17. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
IN EDUCATION
HumanResourceManagementin
educationisasetofpracticesandmethods
ofintegratingandmaintainingtheteaching
staffintheschoolsothattheschoolcan
achievetheirpurposeandaswellasmeet
thegoalsforwhichtheywereestablished.It
isthemotivationandco-ordinationofthe
activitiesandeffortoftheteachersinschool
inordertoobtainmaximumoutputfromthem
andconsequentlyachievethegoalsof
educationoptimally.

18. PROCUREMENT OF STAFF
-Humanresourcemanagementfunctionsstartwiththeprocess
ofrecruitmentandselectionbywhicheducationalinstitutionsgetthe
bestpersonneltointerpretandimplementthecurriculumprograms.
-Staffingofschoolsisajobperformedbytheministryof
educationthroughitsagenciesinthefederalandstategovernment.
-Procurementofstaffineducationdealswithobtainingpeople
withappropriateandnecessaryskills,abilities,knowledgeand
experiencetofillthevacantteachingpostsinschools.

19. STAFF DEVELOPMENT
-Thisistheprocessofappraisingstaffperformancesand
identifyingtheirkeyskillsandcompetencethatneeddevelopmentor
trainingtoimprovetheirskillsforbetterperformance.
-Itinvolvesprovidingdevelopmentprogramandtraining
coursesthataresuitablefortheprogram.
-Thesuccessofeducationalorganizationhingesonthestrength
andqualityofthestaffmembers.Thereisneedtochangethrough
trainingandtoimproveandgrowincompetence.Thiscanbedone
throughin-servicetraining,conference,workshopandseminars.

20. STAFF RELATIONS
-Theremustbeagoodcommunicationnetworkintheschool
toenableworkerstobeconstantlyinformedoftheprogressbeing
madeintheschool.
-Workersshouldbeencouragedtoparticipateinplanning
anddecisionmakingintheschool.
-Workersshouldbeencouragebyrecognizingthestaffas
humanbeingswithfeelings,interest,needsandemotionsand
treatingthemassuchwithfairnessandrespect.

21. STAFF MAINTENANCE
-Thisconcernmakingtheworkenvironmentconduciveforworkers,
pertinentpracticesinclude;promotionandtransfer,motivation,staffsafety,
securityandhealthservices.
-Itispertinentthateducationalestablishmentshavesoundpoliciesin
respectofstafftransferandpromotiontoensurethatjusticeandfairness
prevailindealingwithstaff.
-Asworktobeperformedintheschoolisimportant,themoodofthe
mantoperformthejobisequallyimportant.
-Formaximumandproductivegoalattainment,theschoolheadmust
ensurethecomfortandhappinessoftheworkers.Thatcanbedonethrough
promptpaymentofsalaryandensuringasafeandhealthyworking
environment.

22. JOB PERFORMANCE REWARDS
-Thisinvolvesthedesignandadministrationofrewardsfor
jobsperformed.
-Itisveryimportantthatmanagement,ministryofeducation
anditsagenciestaketheissueofrewardsystemveryseriously.
-Staffperformancewouldincreasesubstantiallyiftheyare
adequatelycompensatedaccordingtothequalityandquantityof
workdone.

23. CHALLENGES OF
HUMAN RESOURCE MANAGEMENT
IN EDUCATION
HumanResourceManagementhas
becomenotablycomplexinthesensethatas
humanbeings,theyarenotreliablefordoing
onethingoverandoverinexactlythesame
way.Theycanbeexpensivedependingon
theircadres,qualificationandskills.Their
productivityishighlydependentontheperson’s
abilitytoinstruct.Thesamecontentcannotbe
deliveredeverytime.Anumberoffactorshave
contributedinthiscomplexity.

24. POOR WORKING CONDITION
•Itisnotoutofwayifstaffexpectstobepaid
financerewardscommensuratewiththe
servicesperformed.
•Theidealthingistohaveasystematic
producerforestablishingasoundreward
systemandstructure.Agoodremuneration
tendstoreduceinequalitiesbetweenstaff
earnings,raisetheirindividualmorale,
motivatethemtoworkforpayincreaseand
promotions,reducesintergroupfrictionand
employeegrievances.
•Teacherssalariesarenotpaidalongsidewith
othercivilservantsandinsomecases,teachers
areownedmanymonthsofsalaryareas.

25. PROBLEMS OF STAFFING
•Theproblemofstaffingisenormous.There
areproblemonthequalityandquantityof
staffrecruitedfortheeducationofour
citizens.
•Thereasonisfrompoorstaffrecruitment
andselectionprocess.PoliticiansandGod
Fatherismhastakentheupperhand.Some
staffrarelystayintheremoteareaswhere
themanagementwantstheirservices.Some
usetostayintheurbanareasforself-
convenience.

26. OTHER CHALLENGES OF HUMAN RESOURCE MANAGEMENT
THAT HAVE DIRECT EFFECT ON THE ACHIEVEMENT OF OUR
PREDETERMINED EDUCATIONAL OBJECTIVES INCLUDE:
High Rate of
Students and
Staff Indiscipline
Funding Issues
Poor Recruitment
Process
Little or No
Induction of
Human Resources
Poor Supervision/
Appraisal of Staff
Poor Personnel
Commitment to
Work
Incessant Transfer
of Teachers

27. •http://www.eajournals.org/w
p-content/uploads/Human-
Resource-Management-In-
Education.pdf