Questions

Question 1 Chapter 1

In educational administration, the human resource department is essential for all organization. As an integral department on the latter, the department is the major determinant of many of the activities and stakeholders involved in the educational system. Some of the essential sections of the department include but are not limited to recruitment, selection, as well as performance evaluation. Beginning with, recruitment helps in not only acquiring new employees in the system, but it equally aids in ensuring that the required taskforce in regard with proper running and completion of all educational activities is swift and smooth. Additionally, recruitment helps in shedding light on the human resource management on the relevant procedures to be followed before absorbing new employees into the system.

On the other hand, selection aids in finding the most suitable employees in the required slots within the education system. Further, the selection is an essential and fair entity in eliminating the unrequired applicants since many potential applicants apply for one slot at a particular time of recruitment. The choice is mainly affected mostly through interviews whereby human education resource can select the most suitable and highly competent workers only. Presumably, performance evaluation works best for putting all employees on toes regarding performing excellently in their work. In any case, every employee is limited to a specific area of specification where they are expected to perform flawlessly. Also, evaluating employees helps in realizing and benchmarking their contribution to the institution regarding their employment and pay.

Prudently noting, job description, selection criteria, performance evaluation, as well as termination procedures have a close correlation with each other. I other words, in every prospering educational organization, they all have to work together and in the required procedural format. For instance, the selection criteria used by the human resource development is based on the applicant’s qualifications for the job described or being recruited. Further, performance evaluation is based of job description in that, the evaluation is based on an employee’s performance as stipulated in their job description. Lastly, termination procedures mainly rely on all job description and performance evaluation in that, they determine whether an employee is suitable to continue in the educational system or is liable to face possible termination.

Question 2 Chapter 2

The development of proposals in regard with championing for at-the-table negotiations process begins by identification of the essential missing gaps in the educational system. These include issues that affect either teacher in person or their subjects who are often students in this case. In many cases, the proposals are developed by the leaders of the teacher’s teams after gathering information from all members, which is later put together to come up with a concrete argument or claim as well. However, the issues targeted in the proposal must have been neglected by higher authorities for quite a long time, hence stirring the proposal development process.

Teacher’s and administration’s teams are the essential stakeholders when it comes to at-the-table negotiations. Whereas the teacher’s team champion for the rights and needs of teachers and students, the administration’s team does their best in defending their workability and continued support in ensuring that the education system is a success and those in it are comfortable. Since the education docket is most interested in the sector’s management and running, it often heads the teacher’s team. However, throughout the negotiation period, the teacher’s team raises it complains as the other teams respond. Ideally, it is for the best interest of both teams to reach a consensus since it is the main objective of on-the-table negotiations.

Worth noting, at-the-table negotiations process is a serious and tedious task that can turn unfriendly at times. As such, it should be guided by specific and strict rules and regulations to ensure that the results are mutually acceptable for both teams. Beginning with, the process should be guided by a neutral party, neither from the teacher’s team nor the administrator’s team. This will ensure not only swift negotiations but also legal standards of the negotiation since the fear or any possibility of biases shall have been avoided. On the other hand, the negotiations should have a set of rules that every member at the table should go through. Thirdly, there should be a mutual understanding of both teams as well as the set timeframe for negotiations.

 Question 3 Chapter 3

A school district with an average of 5000 students is large enough to deserve a well-organized departmental organizational chart as the areas of personnel selection, and placement is not enough in articulating all issues regarding human resource management in the district. As such, the above drawn organizational chart includes the human resource director and the deputy superintendent as the main leaders. Further, the two are in charge of various areas including recruitment, compensation benefits, employee relations, training and development, and workforce safety. All these areas will be created to ensure the smooth running of all human resource related activities throughout the district.

Beginning with, the recruitment department will be headed by the director and the deputy superintendent together with other relevant officials. The area further includes applicant sourcing, job posting, application choosing, and interview arranging. The next area is compensation and benefits which will shed light on attendance checking, job evaluation, salary policy, insurance, and policy managing. Thus, this will ensure that the financial and benefit welfare of the employees is taken care of adequately.  Next is the employee relations area which includes strategic planning, dispute resolution, contract negotiation, and advisory services.

Finally, the chart includes training and development and workforce safety. The two areas will take care of training programs, which includes leadership training and promotion policy. For purposes of workplace safety enhancement, there will be an education on security, emergency preparation, and facility inspection.

Question 4 Chapter 4

Negotiations surrounding the education system are always essential for the development and welfare of teachers and students as well as other essential education stakeholders, for instance, the parents. As such, as the chairperson of the board of education’s negotiations, I will have to solicit some information from the teachers themselves regarding what challenges they face or the nature of issues they want to be addressed in the negotiations. This will be bothered in public and on personal grounds among the teachers. Ideally, many teachers might have thoughts of addressing an issue, but due to the fear of the public domain, they can be frightened to speak their mind. This forms the basis of why I will have to talk to the teachers individually as I will be one articulating their issues in the negotiations.

Additionally, I will have to know other members who will be in the negotiations. This will help me in setting grounds on how I will argue for the benefit of teachers. Further, since I will be the chairman, I will ensure to prepare for giving equal opportunities to the negotiators. Above all, my focus will be on ensuring that the negotiations are completed safely and all the goals attained.

Question 5 Chapter 5

Title: Outline for the presentation of administrators’ workshop

General Purpose: Administration on affirmative action as well as equal employment opportunities.

Thesis statement: There is a need for all administrators to consider employing people equally and laying much attention on affirmative action as an integral sector in the district’s education system.

Introduction: The education system is one of the largest sectors in the district and the whole country at large. As such, there is a need to consider making it prudent and productive at all times. Moreover, the district includes people from local and poor backgrounds. Since some of these individuals have various educational experiences and qualifications as well.

Body: The major goal and objective of having administrators in the district’s educational system are to ensure that the employment prospects of the district are entirely taken care of without favoring applicants but rather considering all of them on an equal basis. As such, there should be a key concern whenever administrators are carrying out their duties. Further, the workshop will shed more light on evaluating the positive contributions of administrators as much as shaping the prosperity of the district’s education system is concerned.

 

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