Human Resources Administration In Education And Schools - Essay Example

Human Resources Administration in Education and Schools al Affiliation Reasons why the induction of first-year teacher is so important Induction is a systematic organizational effort to minimize problems facing new staff so that they can contribute fully to the school work while realizing personal and position satisfaction. A school system can recruit and select staff. Until these individuals become fully adjusted to the environment, colleagues and the work to be done, they cannot be expected to give their best effort to the attainment of the goals of the institution. Once the chosen candidates have accepted an unconditional offer of employment, there is a need to start planning their induction. Initiation of an effective induction process is one way that the organization can contribute to person assimilation, as well as to the personal development, security, and need satisfaction of each member of the school. One of the emotional needs of every employed individual is an environment that he can find a reasonable degree of security and satisfaction. Induction carried out as it will help new staff to establish themselves quickly in their job and therefore maximizing their productivity and become motivated to do well and fit into the business early on. It will also help them understand any health and safety issues relating to their job. It will not only help to reduce accidents at work but also help ensure that obligations duties under the health and safety legislation are meet and understand the business culture. Investing time in this process will give new workers a good start and will help them make fewer mistakes in the long run. List of interview question that will help identify the most qualified applicant. 1. Why are you interested in working in this organization? 2. What do you understand about this schools mission statement to mean? How does your teaching philosophy fit our mission? 3. When did you make a choice to become a teacher? What are your reasons for that choice? 4. Describe how your school training and work related experiences qualify you for this position. 5. What special skills or knowledge will you bring to our school? 6. How do you see yourself being engaged in the community and school activities? 7. Describe your personal teaching style and give examples. 8. What are your expectations for your students? 9. Describe your usage of auditory, visual, and hands-on teaching techniques. 10. What can you do to motivate a student who is not doing well in your class or who is below grade level set? 11. How do you reduce conflict in your classroom? 12. Describe the hardest discipline situation that you have encountered and how you handled it. 13. How would you react if a student has continually disrupted your class? 14. How do you determine each childs potential? 15. What type of teacher- parent relationship do you intend to create with the parents of your students? 16. How do you feel about having children with special needs in your classroom? Strategies that can be used to create and deliver effective staff development program Staff development is a training process viewed in two dimensions. It includes in-service training program where individuals in an organization given opportunities to further their education to enable them prepare for future positions and training is aimed to prepare individuals to be able to handle new job assignments. Staff development connotes the organization’s efforts in its program to provide the need-based training and education to its workers to enable them become competent in handling their present or future assigned tasks. Several strategies can be used to create an effective staff development program. There are two mostly use: on the job training and assistant to training. On the job training mostly happen on the job and this method is an effective method of training. It is easiest to organize and less costly. Employees get placed in the actual work situation that makes them productive. They learn by doing the real work that is the best training method for jobs that are hard to simulate or can be learned quickly by performance. With assistant to training process, a trainee studies under a master worker for a given period or until a trainee acquire necessary skills Elements of induction program Initiation of an effective induction process is one way that the organization can contribute to personal assimilation, as well as to the personal development, security, and need satisfaction of each member of the organization. Induction involves more than just making the new staff feel at home in a strange or unfamiliar environment. The installation program designed in such a manner that it enables the staff to achieve job satisfaction and also to make use of his abilities to achieve the goals of the school. Induction programs should cater the culture and needs of its unique school. Initial successful induction program will include: A first few days of training before school resumes. Ongoing and systematic training over the course of two or three years. great administrative participation in support of the overall induction process. A mentoring component. Study groups in which new teachers connects and support each other. A structure for culturing effective teaching during in-services and mentoring. Numerous opportunities for teachers being inducted to visit demonstration classrooms taught by successful veteran teachers. How teacher induction program differs from the support personnel program. Induction program for teacher and support staff differ in a great way. During a support staff only specializes in one area of the organization, the teacher is inducted to the whole of the organization, from the director office to the students classrooms. That makes it hard or impossible for them to be inducted to the same environment together. The teachers are supposed to report to the school before the school resumes so that to familiarize with the organization from the classrooms, offices, and the general organization. As for the staff personnel, as the individual has specialized in only one area, the induction takes less time. The relationship between compensation and higher levels of employee performance According to Rebore rewards system, incorporate both intrinsic and extrinsic rewards. Extrinsic rewards divided into Direct and indirect compensation. Direct compensation includes the pay for a person, financial incentives, organizational performance based awards, and promotions. Indirect compensation includes leave with pay, leave without pay, insurance programs, pension on retirement and various other services, most referred to as “benefits”.The employers use this benefits to magnetize, recognize, retain and motivate personnel to contribute to the organizational objectives. Recognition programs involve rewards of both kinds, for example, monetary as well as non-monetary nature. Modes of recognition may consist of social reinforcers, such as letters of commendation; travel offers; or extra time off duty, and even the verbal appreciation privately or publically. The cost of employee compensation is not limited exclusively to wages and salaries. It is paramount that management and the employers of labor take the issue of reward systems seriously. Staff performance will increase if they are adequately compensated according to the quantity and quality of work done. He suggested that teachers should be given performance-based financial rewards. He opined that compensation and employee benefits motivated teachers to show good performance and productivity of the teachers increases by linking compensation to performance. So it can be concluded that teachers should be given performance based monetary rewards to increase their productivity. References W.Rebore, R. (2011). Humanresources administration in Education: A management Approach. Upper Saddle River, N.J. : Pearson Education. Read More