HR: From Recruitment to Retirement - Maximizing Employees' Potential - Essay Sample

Introduction

Human Resource (HR) deals with employees in an organization from recruitment to retirement. It involves various roles such as manpower planning, recruitment, selection, hiring, firing, training, and development, administrating wages and salaries, performance appraisal, transfer, promotion, separation, grievance handling, job evaluation and merit rating, welfare administration, exit interview. Precisely, HR deals with staffing, planning, directing, organizing, and controlling employees in an organization. For this reason, HR has become the backbone of all organizations. As the war for talents escalates globally and employee expectations and aspirations rise rapidly, HR administrators need to be more focused than ever before to take advantage of these trends for the benefit of their organizations. Human resource administrators have a crucial role to play in handling these employees from entry to exit. To do this successfully, HR administrators must embrace the latest philosophies and principles to catch up with the evolving aspirations and expectations of all stakeholders in the organization to ensure effective fulfillment of organizational goals and objectives. As a human resource administrator, I will use various beliefs and principles as a guide to my work as follows.

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Recruitment, Selection, and Retention of Teachers

It is good to recruit employees for their skills but hire for attitude. While recruiting new employees, HR administrators should look for qualified teachers with relevant skills needed for the job. Skills are important in teaching. HR administrator should ensure that all the people invited for an interview possess the right qualifications consistent with the organizational need. Prospective teachers should be well-trained to take up the anticipated duty to qualify for recruitment.

However, selection should be made based on the attitude of the prospective employees. Among the many skilled teachers, it is wise to select only those with the right attitude towards work and leave out those with undesirable attitude. Apart from that, an HR administrator should focus more on attitude than experience. It would be better to hire a newly trained teacher with a high attitude towards work even if they do not have work experience than hiring those with years of experience and a rotten attitude. The teachers with the right attitude would be more useful for achieving organizational goals and objectives because they will be ready and very willing to work well with little or no supervision.

Retention of teachers should be done based on their demonstration of creativity, competence, and commitment to work. Teachers who are creative are most likely to produce high-performance results for students and enable the school to achieve its goals and objectives. Creativity enhances competence. Therefore, creative teachers will come up with effective teaching strategies that improve the performance of students and school as well. While retaining teachers, those who are committed to their work should be considered. It is a blessing to have teachers who are both creative and committed to their work. The performance of such as school will be expected to improve rapidly over a short period of time and dreams of students realized.

Supervision, Development, and Evaluation of Teachers

All teachers need guidance and supervision to enhance quality education. However, this should be accomplished through simplicity, whereby; teachers are considered educational partners and not workers. Nowadays, teachers may not feel comfortable to be considered workers being supervised by bosses. Instead, they are more likely to produce better performance if they could be involved in setting goals and performance appraisal of the education process so that they feel part of it. In this case, all teachers should be involved in results-based supervision, where everyone has a role to play. Involving teachers in setting targets and joint performance appraisal is the greatest demonstration of commitment by HR administrator to achieve supervision goal at school. In addition to that, supervision should be aimed at improving the attitude, behavior, and knowledge of teachers to the educational plan of the school. It should stimulate their commitment to play their roles and inspire them to work harder to accomplish the organizational goal. Furthermore, supervision should strengthen desirable human relations between teachers, students, and society.

Development is essential for enhancing teachers' competence and quality performance at school. To be successful, a school requires competent teachers who understand their performance expectations. HR administration sustains competency by offering training and orientation opportunities to improve and upgrade teachers' job knowledge and skills. This results in the development of teachers' capacity and ability to provide quality teaching and produce competent results. Development of teachers should be designed to meet three important goals. The first goal is to meet the ambitions of teachers so that they can be helped to upgrade their skills and knowledge. Second, development should aim at addressing the needed skills to help realize the overall goal of a school. Third, development should be designed to groom teachers' talent for leadership.

Teachers' evaluation is essential to increase their performance. A strong system for evaluating teachers is needed to improve the quality of teachers. Evaluation provides means of recognizing and rewarding high performing teachers and help to learn and replicate the success. Through evaluation, the potentials of teachers can be realized to identify what need should be addressed through teacher development program to strengthen their service at school. Objective-based evaluation should be embraced to improve on the performance of teachers. An objective-based evaluation is a very interactive form of appraising the performance of teachers. This technique involves collaborative setting up of goals and objectives by both teachers and schoolmaster or human resource administrator. The teachers involved in such evaluation technique will perform better because they are already aware of the goals and objectives they should work to meet. In addition to that, teachers know exactly what quality of work is expected of them, so they work towards achieving them. Moreover, the teacher becomes self-introspective, thereby making work easier for the HR administrator. Evaluating teachers is a way of motivating them to get more committed to work. It points at the strengths and weaknesses a teacher might have so that the HR administrator can design a good teachers' development program to address that need. It also brings constructive competition that results in the increased overall performance of teachers in a school. Another evaluation technique that can best suit teachers is the 360 Degree Feedback technique. In this technique, the HR administrator gets feedback from all people who interact with a particular teacher during their working hours such as fellow teachers, students, and even getting their own self-reported feedback concerning their duties. The 360 Degree Feedback evaluation technique is suitable for reviewing teachers' overall performance to get an insight into their personality, behavior, and attitude to work. The technique keeps off biases since it involves multiple opinions.

Ethical Decision Making Process

The ethical decision-making process involves evaluation of available alternatives and choosing the suitable decision based on the ethical principles. To make ethical decisions, it is very important to eliminate those alternatives that are not ethical to remain with ethical ones among which the best choice is made. Generally, the process of making ethical decisions as an HR administrator requires the following principles. First, ethical decision-making requires commitment, which is the desire to ensure the right thing is done regardless of the costs that might be involved. Second, it requires consciousness. The HR administrator needs to be fully aware to act in a manner that is consistent with moral convictions. Third, the ethical decision-making process requires competency. The HR administrator should be able to gather and evaluate information, foresee anticipated consequences, and develop suitable alternatives. The HR administrator should make decisions that demonstrate respect, generate and sustain trust, fairness, responsibility, and consistent with moral principles. In addition to that, the decisions should be effective to accomplish the intended goals.

The ethical decision-making process should involve the following. First, the HR administrator should ascertain the facts. Getting the facts is a very crucial step in making decisions that are both right and ethical. After getting and ascertain the facts, the HR administrator can come up with ethical alternatives through various approaches such as the Utilitarian Approach, whereby; the decision to be made should give the greatest balance of good over evil. Apart from that, the HR administrator can use the Rights Approach to ethical decision-making, which focuses on basic human rights. The Justice Approach to decision making involves picking a suitable alternative which is free from both discrimination and favoritism. The HR administrator can also use the Common-Good Approach, whereby; the decision made should be that with respect for common values and goals. Moreover, the Virtue Approach can also assist the HR administrator in making the ethical decision which reflects certain ideals such as fidelity, fairness, honesty, prudence, self-control, integrity, compassion, courage, and generosity.

Conclusion

The work of a human resource administrator is quite challenging since it involves dealing with people who have diverse feelings, attitudes, expectations, and aspirations. Knowing what motivates them is a great challenge. The HR administrator should apply various beliefs and principles to keep abreast with the ever-changing aspirations and expectations of teachers. These include emphasizing on attitudes over skills or experience, appreciating the commitment to work, competence, creativity, and encouraging collaborative work performance among teachers, students, and society. In addition to that, the HR administrator should embrace ethical decision-making to maintain moral values at work.