It is stated within the Human Resources for School Leaders: 11 Steps to Utilizing HR to Improve Student Learning textbook, “Efficient teachers are able to improve the achievement of children.” Discuss the role of the school district’s human resource department AND the school-based administrator in creating circumstances that support teachers in affecting student performance.
The HR department's influence begins long before a teacher ever sets foot in a classroom. They are responsible for strategic planning that aligns talent management with the district's goals for student achievement. Their main functions include:
Recruitment and Hiring: HR must cast a wide net to attract and hire a diverse pool of highly qualified candidates. This involves not only posting job openings but also building relationships with teacher preparation programs and creating a streamlined application process that doesn't deter top candidates.
Professional Development: HR designs and coordinates professional development opportunities to ensure teachers stay current with pedagogical best practices and are equipped to address the diverse needs of students. These programs help educators develop new skills, leading to more effective instruction.
Performance Management: HR develops the frameworks for teacher evaluation and feedback. A well-designed performance management system helps identify areas for growth and provides a structured way to offer support and coaching.
Retention: By offering competitive salaries and benefits, HR plays a crucial role in retaining effective teachers, which leads to greater continuity in student learning.
In essence, the district HR department creates the conditions for success by ensuring there is a pipeline of skilled educators and a support system in place to help them grow.
The school district’s human resource (HR) department and the school-based administrator both play critical, though distinct, roles in creating a supportive environment for teachers to improve student performance. The HR department's role is primarily systemic and proactive, while the administrator's role is personal and reactive.
The HR department's influence begins long before a teacher ever sets foot in a classroom. They are responsible for strategic planning that aligns talent management with the district's goals for student achievement. Their main functions include:
Recruitment and Hiring: HR must cast a wide net to attract and hire a diverse pool of highly qualified candidates. This involves not only posting job openings but also building relationships with teacher preparation programs and creating a streamlined application process that doesn't deter top candidates.