Education, Research & HRM

DOUGLAS OBURA, M.Si

https://twitter.com/DouglasEduczone

EFFECTIVE HUMAN RESOURCE MANAGEMENT STRATEGIES IN EDUCATION

AND RESEARCH

INTERNATIONAL GATHERING12/Oct/2014


Coulson (2009), factors related to educational outcomes, such as; wealth, culture, demographics, etc., differ substantially, when in consideration of foreign experiences is that nations, and it is therefore dubious, critics claim, to assume that the performance of students in any particular foreign nation is due to that nation’s school system alone.

INTRODUCTION

HRMIt’s the process of hiring and developing employees so that they become more productive & valuable to an institution/organization/a company:-

- Conducting job analyses,- Planning employees’ needs for the job,- Promoting orientation and training prospective-qualified,- Assessing benefits and incentives,- Evaluating individual’s performance,

Armstrong (2006) argues that human resource management is defined as a strategic and coherent approach to the management of an organization’s most valued assets; the people working who individually and collectively contribute to the achievement of its objectives.


The World-bank (2005) research points out that Indonesia’s ability to compete in the global market, use technologies that can increase income and productivity and the country’s attractiveness to investors is shaped by the level of its human resources. Indonesia needs to quickly catch up with its neighboring countries’ education standards.

The expansions in higher institutions of learning imply stronger need for human resources (lecturers) but that comes with financial constraints to the university.

The changing nature of future work in universities requires workforce that is flexible and able to adapt to change.

To meet the financial obligations to boost & motivate the university human resources, higher institutions have to rethink & revamp its general function because of the projected decline in public funding and overall limited resources.


Effective strategies in having reliable & efficient human resource in educational institutions include;

-Extensive planning, -Job descriptions and analysis,-Systematic recruitment procedures,-Performance appraisal,-Supervision and management approaches,-Attractive and competitive incentives,-Opportunities for continuous professional development,-Improvement of the quality of work life and working environments.

The government should develop a high quality education system in which every student can be provided access to the educational components that are essential, (Jusuf, 2005). In support of his opinion, The California Master Plan for Education was cited, which had these approaches;

Qualified school or campus administrators, to maintain an educational culture that is inviting and safe, and that places a high value on student achievement and teaching excellence,

•A physical learning environment that is safe, well equipped, and well maintained,

•A qualified and inspiring teacher in the classroom,

•A rigorous curriculum that will prepare all students for success in postsecondary education, work, and society,

•Current textbooks, technology, and instructional materials aligned with learning expectations,

•Adequate learning support services,


Education in The US in Relation to Other Countries

UNESCO-IS (2014), citing (ADB, 2011; World Bank, 2012), the enrolment in higher education has experienced explosive growth across Asia over the last 20 years, the result of school participation rates, increasing demand of the society and economy for specialised human resources, and the perceived importance of advanced education in subsequent life opportunities.

Herman et al, (2013) identified that The United States has a large preschool access gap. Only 69 percent of 4-year-old American children are enrolled in early childhood education, and it is ranked 26th in access to preschool for 4-year-olds and 24th on access for 3-year-olds. Moreover, top-performing countries are outpacing the United States in preschool participation for 4-year-olds.

Other Countries Age (%)

Japan 4 year olds Nearly all

The UK 4 year olds 97

France 3 year olds Almost 90

Norway 3 year olds Almost 90

Italy 3 year olds Almost 90

Superpowers (India & China) Significant Commitments

By 2020,China will increase preschool enrollment by 50 percent, providing access to 40 million children. This access will include 3 years of preschool for 70 percent of all children in China and at least two years to 80 percent of 3 and 4 year olds.

By 2018,India will raise the percent of children who are ready for school from 26 to 60, for a total of about 19 million children school ready. The preschool system already reaches 38 million children under six

Remarks of Failing Educational System in the U.S (USA)http://www.youtube.com/watch?v=RvdAsS94WqQ

Difficulties experiencedhttp://www.youtube.com/watch?v=4xrSO1rHlDM

The US education Vs Chinahttp://www.youtube.com/watch?v=M0VV-mebCLIhttp://www.youtube.com/watch?v=TwMGNsd3Ibo

Germany, Poland, Britain

Shanghai, Singapore, Taipi,Hong Kong, Korea and Japan

Latvia, France, Slovenia

The government would like to accelerate the production of doctorates. There are about 21,000 PhD holders in Malaysia. The goal is to produce 100,000 PhD holders by 2020 (including locally trained, overseas trained and split- programmes with foreign universities).

To support that priority, the Malaysian government has been generous in providing inputs to graduate education. In 2008, the Ministry of Higher Education (MoHE) designated four universities as research universities, and later added a fifth university to this group, and directed special funds to assist those institutions to expand their graduate-level research and teaching facilities.

Between 2008 and 2009, these five research universities received an increase of approximately 71% funding from the government (World Bank, 2011). Additionally, the government has allocated another 500 million ringgit (around US$160 million) to finance graduate students.

Malaysia

Factors creating education and research differences between countries

Government commitment and expenses on schools

Parental influence on educational systems, policies and satisfaction

Structural facilities and maintance (eg., desks, classrooms/buildings, IT/ICT, etc)

Subsequent earnings of education graduates

Individuals going for a teaching careers (not as a last option)

Academic achievement (as measured by student test scores)

Government’s investment of research and development, and Information Technology

Eminent competition within schools, such as; government funded schools and private owned schools

Factors Affecting Education in Developing Economies (S.America, Asia, Africa)

Regional differences in enrollment and sustainability

Poverty which has created disparities

High dropout rates and lack of motivation

The quality of schooling is incapacitated, and rather low

Teacher preparation and attendance are inadequate

Lack of teachers’ continuous professional development

Inconsistent pedagogy (curricula from the government, private, international schools, religious funded schools, homeschooling, etc)

Decentralization system of education (lacking uniformity)

Limitation in funding (experimental studies, science subjects, etc.)

Weak quality of the teaching force who are not competitive internationally


HRM Approach in EducationObjective:

•To engage educators, - To manage educators, - To develop faculty and staff,•To utilize full potential in alignment with university mission, strategy and plans

Recruitment:•Effective lecturing/teaching qualifications,•Reliable and relevant lecturing/teaching experiences,•Reliable competencies, and other special lecturing or teaching characteristics.

Engagement: - Job specification, - Job qualification, - Job description, - Job assignment & Evaluation, - Minimum work load for faculty researcher

Practices that build the quality of the organization’s workforce

1) Rigorous Recruiting

2) Selective Hiring

3) Extensive Training

4) Career Development


Building HRM Attributes to Education

A) Continuous Professional Development (training, workshop, etc.)

B) Teachers’ Classroom Performance Appraisal

The governments in developing economies should strive towards achieving excellence and employees’ career continuity in order to support educational

system and thereby retaining high-quality human resource, through:

Offering adequate salary (pay)

Displaying distinctive job expectations that focus on effective pedagogy

Lecturers’ appropriate performance appraisals that are based on educational expectations and competencies

Acknowledging and rewarding educators with high levels of excellence

Improving infracture to enable effective teacher/lecturer’s ratio to students

Encouraging lecturers’ creative, problem-solving techniques and research endeavours

Facilitating funds for human resource CPD, through; further studies, workshop, seminar, training, conference, etc


You are part of lecturers’ professional success…!You are part of lecturers’ professional success…!

Through your patience and support

Through your educational excellence

Through your academic input

Through your constructive research

Through your continuous presence


Inspirational Team of Educators…http://www.youtube.com/watch?v=dilnw_dP3xk

THE END

THANK YOU THANK YOU …!…!

Q&A SessionQ&A Session-Publications & procedures,-Editing & proof-reading,-HRM,-Scholarship ‘Q’ is majorly determined by your CGPA


Education, Research & HRM

Education

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