Human Resource Maximization

1. STAFF DEVELOPMENT
Iqtidar ul Hassan

2. Terms Used for the Process
 Professional growth
 In-service education
 Continuing education
 Recurrent education
 On-the-job staff training
 Human resource development
 Staff improvement

3.  Historically….
◦ The need to provide the “missing education”
for the ill prepared teachers dominated in-
service programs.

4.  Staff development must be proactive
rather than reactive
 Its effectiveness depends upon the extent
to which it is personalized and based upon
positive constructs
◦ Concern for deficiencies in staff preparation
and the need to update skills are appropriate
but
 Remediation should not assume the dominant role

5. Appropriate Approach to Staff
Development

 It is a proactive consideration and is developmental in
that its emphasis is upon an ever-developing individual.
 It focuses on
 Projected organizational needs and objectives to help the school
system remain creative and productive
 Individual growth that meets those needs
 Aligning those needs with personal fulfillment and gratification

 Places greater emphasis on the extension of personal
strengths and creative talents than upon remediation of
personal weaknesses

 Effective staff development is personal development.

6. Major Purposes of Staff
Development
 To provide planned staff development programs for the
learning necessary to
 Enable the employee to perform at the level of competency required in
current and future position assignments
 To provide a climate
 For personal fulfillment and
 Institutional effectiveness
 That facilitate human creativity and
 System renewal
 To serve primary goals
 Enhancing and achieving quality teaching and learning for students
 To establish viable and meaningful programs
 That enable system personnel to work cooperatively
 Toward achieving system goals and
 Personal goals in areas of
 Achievement
 Satisfaction and
 Self-fulfullment

7. Operational Procedures for Staff
Development
1. Adopt a guiding philosophy
2. Develop goals and objectives
3. Plan programs, activities, and delivery
systems and determine responsibilities
4. Schedule and deliver plans and programs
5. Evaluate the process

8. RPTIM Model (Thompson, 1938)
 Readiness
 Planning
 Training
 Implementation and
 Maintenance
RPTIM has been conceptualized under
these five stages and 38 practices.

9. Staff Development Methods and
Strategies
 Mentoring
◦ The mentor becomes the primary coach
1. Ascertain the areas of interest and needs
2. Work with mentee to design plan for individual
growth
3. Assesses resources for meeting mentee’s growth
4. Serves as sounding board and constructive critic in
evaluation

10.  Quality circles
◦ Small group participate actively in planning,
designing, and implementing
◦ They are formed within these guidelines
 Focus upon the area which is determined as the
most important
 Variety of methods and procedures are used to
provide practice of skills and knowledge required
 Constructive feedback is provided
 Specific provisions are made for the implementation
of behavior or methods desired

11. ◦ Quality circles can serve these purposes
 Developing new knowledge and skills
 Establish individual responsibility for personal
development
 Promotion of personal motivation
 Improvement of personal performance and work
quality
 The general improvement of staff communication,
human relationships, and trust

12.  The Teacher Center
 Assessment Center Methodology
◦ It is characterized by these activities
 Behaviors and skills, determined to be relevant to a
specific job, are assessed
 Multiple assessment techniques are utilized
 A group of assessors is used
 Jurying
 A system of feedback is provided to the person
assessed

13.  Clinical Supervision
◦ The procedure
1. Cooperative relationship of teacher and supervisor
2. Teacher plans a unit with constructive input by
supervisor
3. Planning the observation procedures
4. Supervisor makes actual classroom observation
5. Supervisor incorporates data collected into a reportable
format, which the teacher can readily understand
6. Post-observation conference with the teacher
7. Evaluate the results to the predetermined objectives
8. Plan the next teaching lesson

14.  Career Development Planning
 Personnel Appraisal Method
 Task Force and Shadow Groups
 Job Rotation
 Peer-Assisted Leadership

15. Adults as Learners