Human Resource Management Plan and Job
Teaching is a very noble profession. Educators dedicate their time and effort in making sure that students get essential information for their chosen fields. Teachers of the younger ones make sure that they get the best foundation for whatever field they choose to take later on in life. A teacher’s job exceeds that of the classroom hours. They are continually studying and discovering teaching techniques. Students are ever-changing, and so educators match this with ever-changing teaching methods. It is essential for teachers to be trained on the type of students that they handle. Not only should they know the subject in hand, they should also know how to approach students. In the same way, they must be approachable for students too.
Presentation on Job Analysis
A teacher handles and manages students. They give lectures, workshops, and plans educational activities that will enrich the knowledge of their students depending on the subject matter that they are teaching. They are also tasked to develop the learning activities and learning outcomes based on the school’s prescribed curriculum. Related to this task, a teacher also needs to monitor and evaluate his or her lessons as well as his or her students. His or
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Tips for the Selection Process
Jacobs and Kritsonis (2006) named ten recommendations on selecting campus administrators. Though the roles of the campus administrator and the teacher are different, the main points of the recommendations apply to educators as well. It should be remembered that teachers are administrators of their own classes. In following these recommendations, it is essential to keep in mind that the selection process will point towards the teaching profession. During the selection process, the human resources personnel should consider the following:
· Philosophy on education. The teacher’s philosophy should match that of the administrators’ and campus with which he or she will be assigned. This will make it easy for her to adapt.
· Goals and priorities. The human resources managers should be able to determine the goals and priorities of the teacher applicant as it will greatly affect his or her teaching.
· Instructional process. Instruction is a sensitive part of teaching. Teacher applicants must be knowledgeable of the process and be able to use their knowledge efficiently.
· Knowledge. Teacher applicants must be exceptionally knowledgeable in their fields. This means that they should have expertise in their topics and subjects, and that they should be able to share this information across to students effectively.
· Prepares learners. Good administrators expose their teaching staff to an environment that encourages them to be professionals in their fields. In the same way, good teachers make an environment that encourages learning and studying. Therefore, the classroom is not just a place to give and take lectures but one which encourages exchanges of information.
· Strategy and development. Teachers and school administrators share the responsibility in strategically planning the development of other staff and their students. Strategic planning involves a consideration of the current practices and level of competence of students. Thus, teachers must be ready to properly assess students.
· Growth. Teachers must have the desire to grow. Teacher applicants should show this trait to be qualified. With a desire to grow, they will continually learn and be able to improve.
· Diversity and inclusion. Teacher applicants must exhibit the willingness and versatility to teach a diverse group of students, exercising inclusion, and avoiding discrimination.
· Ethics. As professionals, it is called for that teacher-applicants must be ethical. They share this responsibility with administrators of the institution and other employees.
Script for Orienting New Employees
· Introductions. Give out orientation materials to employees and introduce oneself. Welcome the employees and introduce the company using the corporate profile materials.
· Corporate Profile. Discuss brief company history, organizational chart, positions and responsibilities, line of duty, and succession layout. This is a good chance to orient the teachers of company stakeholders, administrators, and other key people, and brief them on how they are expected to relate with them.
· Job Description. Discuss the key responsibilities, work expectations, and tasks of a teacher.
· Rules and Regulations. Discuss institutional rules and regulations as stipulated in the guides. These should also be contained in the application agreement or contract.
· Benefits. Discuss the benefits with which the teachers are entitled, on top of the remuneration that they will be receiving. Government-mandated and institutional benefits and how they can be availed will be included in this part of the orientation.
· Training. Discuss training schedules, coverage, and expected outcomes.
· Forum. The orientation should end with an open forum where the new employees are encouraged to ask their questions and clarify matters before they proceed to training. This is also a good chance for the facilitator of the orientation to open topics that are otherwise not included in the orientation script.
Teachers who have attended the orientation for new employees will be scheduled for training. This training proposal is designed to enable teachers to design learning activities creatively, evaluate learning outcomes efficiently, and develop their classroom techniques.
· Orientation. Teachers will be given an overview of the training program.
· Needs Assessment. Teachers are evaluated for their levels and needs.
· Group Dynamics. Group activities are given to build teamwork and knowledge sharing.
· Training and Evaluation. Teachers will be trained on methodologies, communication, and presentation processes. Evaluations will be readily given.
· Mock Teaching. By the end of the training, the teachers will be tasked to undergo a mock teaching exercise which will give them a feel of the real classroom teaching setup, and will also give the facilitators more opportunities to evaluate them and see if they have any improvements.
Jacobs, K. and Kritsonis, W. (2006). How to Implement the Ways of Knowing Through the
Realms of Meaning in Human Resource Management: Ten Recommendations for Selecting Campus Administrators. National Journal for Publishing and Mentoring Doctoral Student Research, 3. Retrieved August 27, 2008, from http://www.nationalforum.com/Electronic%20Journal%20Volumes/Jacobs,%20Karen%20Dupre%20How%20to%20Implement%20the%20Ways%20of%20Knowing.pdf
Job descriptions and job titles for teacher. nd. Retrieved August 27, 2008, from http://www.careerplanner.com/DOT-Job-Descriptions/TEACHER.cfm