How and why a school leader might use a blog

This blog was created for the next generation of teachers and administrators. It will be used to provide a quick reference for issues in human resources.

Theories and Concepts in HR Management

Entry Two

Another objective of theories and concepts in human resource management was to create educated individuals that are aware of progressive changes in human resources over years of educational evolution. These changes occurred through present philosophies and notions relating to human resource management.

Era and Theory of Focus

—Through 1950            Literacy

—1950s – 1970s             Equality

—1980s & 1990s            Quality

—2000 – Present             Accountability

When reflecting on theories and concepts of human resource management the school program support focus displayed much importance. Being aware of the development within human resources, how HR changes occur based off of the needs of educational demands. In addition this shows the continual improvements over decades that have occurred which reflects the connection between education and society. This is proven by the National Commission on Excellence in Education, which “warned that poor-quality schools were a threat to the nation’s security” (Seyfarth, 2008). This background knowledge is accentual to the next period of focus of human resource as society and education prepare for the next focus of support for school programs.

Theories and Concepts in HR Management

Entry One: “Human Resources Leadership is linked to instructional effectiveness and student achievement”

The objective of theories and concepts was to establish acquaintances of present philosophies and notions related to human resource management; thus creating educated individuals that are aware of changes in human resources on years of progress and the effect that progress has made toward instructional effectiveness and student achievement.

This theory has been proven true every time there is planning for staffing needs, evaluating & selecting applicants, selecting administrative & support personnel, motivation, professional development, evaluation, compensation & rewards, rating productive work environments, legal issues, collective bargaining, managing conflict, termination and reduction in force. These functions of human resources display the direct relationship between “teacher behavior, student effort, and student learning” (Seyfarth, 2008). Thus affecting the methods, knowledge and material used to enhance student performance because they directly influence the teachers’ behavior in the classroom.

According to current researchers (authors of Improving Student Achievement, Math Climbs, and Class- Size Reduction) of human resource in regards to reduction in class size proves the direct connect human resources has with student achievement. Employing more teachers in order to reduce class size improves student achievement, which began with human resource.

HR Functions and Position

The section related to human resources functions and position objective was to effectively describe the multifaceted staff role of the human resource employee. This includes planning for staffing needs, evaluating & selecting applicants, selecting administrative & support personnel, motivation, professional development, evaluation, compensation & rewards, rating productive work environments, legal issues, collective bargaining, managing conflict, termination and reduction in force.

According to the U.S. Bureau of Labor Statistics: Human Resources, Training, and Labor Relations Managers and Specialists, “Human resource departments handle a variety of personnel and administrative functions”. These responsibilities require these individuals to be knowledgeable about all policies and lead educators in a progressive manner. Yet some of these responsibilities are not easily accomplished successfully. Our studies indicated that when workers are asked for their input productively almost always increases. Therefore the proper function of human resource positions remains an integral part of a successful school.

Role of Line Manager v. Staff Specialist

This learning objective specifically outlines the role of human resources to directly effect school outcomes through the hiring process.

Line Managers and staff specialist have unique responsibilities but similar objectives. Through research I learned that line managers are not typically associated with education. When they are, “a line manager needs to provide training that updates current employees' methods. A line manager also needs to provide training that updates current employees' methods.”(State University: First-Line Supervisor)

A staff specialist “develops, prepares, and presents substitute personnel training programs; determines and prioritizes certificated and classified substitute job assignments, and assigns and/or reassigns qualified substitute personnel as needed to meet program needs; and performs related duties as required.” (Santa Clara County Office of Education (SCCOE)

I would like to learn more about these positions.

Major Elements of the HR program

The major elements of the human resource program are efficiency, human relations, equality and quality. The objective of this topic is to understand how these elements are related and contributes to a successful human resource strategy.

“As public expectations for schools shift, school administration philosophies also change.” (Seyfarth, 2008) These shifts define element of focus based on current needs; be it efficiency, human relations, equality and quality. The major element of focus at my school is efficiency through preparing educators to achieve student success in standardize test scores. Our school has secured a School Improvement Grant to improve teaching efficiency, and results should be available in 2013. 

Techniques in Addressing Issues Common to HR: Grievances

The objective of this technique is to understand the essential protection provided through the grievance process.

Teachers file most grievances with concerns about their evaluations. These teachers complain about the misuse of information obtained outside of classroom observations to base their teaching evaluations. If the teacher brings their grievance to a supervisor without achieving the desired outcomes then they begin the grievance process. The first step is a written grievance form. The second step requires the teacher to appeal to an unwanted administrator decision.  The third step is an appeal to the board of education if the teacher does not agree with the administrator’s decision. The board can approve or disapprove the decision (Seyfarth, 2008).