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SGDU 5063
Human Resources in Education
Dr. Tengku Faekah binti Tengku Ariffin
University Teaching and Learning Centre/
Sch...
Learning outcomes:
Upon completion of the course, students are able to
 explain the principals and conceptions of the Hum...
Topics
 Intro to HRM in Education
 HRM theories and concepts
 HR Planning
 Selection and recruitment
 HR Development
...
Definition
 The process of attracting, developing and maintaining a
talented and energetic workforce to support organisat...
Based on PPPM 2013-2025, what are the strategies that
the governments has identified to transform teaching as
the first ch...
The importance of HRM in Education
 Malaysia Education Blueprint (2013-2025)
 Recruitment and selection
 CPD
 Workload...
Changes in HRM in education
 School success depends on the quality,
commitment and performance of teachers
 Improving te...
PRINCIPLES OF HRM
 Strategic integration
 treat all labour management processes in a strategic
fashion by integrating th...
Primary Functions of HRM
 Human resource planning
 Equal employment opportunity
 Staffing (recruitment and selection)
...
HRM Functions
 HR Utilizations
 planning, recruitment, selection, induction, assignment,
collective negotiations, compen...
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Course introduction to HR Management in Malaysia Education Context

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Introduction to HRM in Education

  1. 1. SGDU 5063 Human Resources in Education Dr. Tengku Faekah binti Tengku Ariffin University Teaching and Learning Centre/ School of Education and Modern Languages faekah69@gmail.com
  2. 2. Learning outcomes: Upon completion of the course, students are able to  explain the principals and conceptions of the Human Resource Management; distinguish between the concept of ‘hard’ and ‘soft’ HRM in the educational context.  describe the importance of HRM in education for school effectiveness.  analyze the current human resource practices in Malaysian educational context and give feedback on the relevant issues pertaining to the practices.  identify the human resources needs of the schoolteachers  suggest suitable teacher development programs to enhance and improve teachers’ performance.  predict the school environment that can support and enhance teacher development, satisfaction, well-being and performance.
  3. 3. Topics  Intro to HRM in Education  HRM theories and concepts  HR Planning  Selection and recruitment  HR Development  HR Environment (Strategic HRM)  Issues in HRM
  4. 4. Definition  The process of attracting, developing and maintaining a talented and energetic workforce to support organisational mission, objectives and strategies  A distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques  the strategic and coherent approach to the management of an organization’s most valued assets- the people working there who individually and collectively contribute to the achievement of the objectives of the business
  5. 5. Based on PPPM 2013-2025, what are the strategies that the governments has identified to transform teaching as the first choice profession? HRM in Education: Latest development in Malaysia
  6. 6. The importance of HRM in Education  Malaysia Education Blueprint (2013-2025)  Recruitment and selection  CPD  Workload  Career development  Succession planning  Peer leaders
  7. 7. Changes in HRM in education  School success depends on the quality, commitment and performance of teachers  Improving teacher quality should include these aspects:  Better selection and recruitment  Continuous professional development  Introduction of appraisal scheme  Development of published performance indicator  Links between pay & performance  Funding for teacher education – graduate & postgraduate programs
  8. 8. PRINCIPLES OF HRM  Strategic integration  treat all labour management processes in a strategic fashion by integrating them with the broader business concerns of the enterprise  Organisational flexibility  Functionally, numerically, financially  Commitment  From ‘control’ to ‘commitment’ through changing the organisation’s culture  Quality  Culture of quality: Quality work, quality workers, quality products and services
  9. 9. Primary Functions of HRM  Human resource planning  Equal employment opportunity  Staffing (recruitment and selection)  Compensation and benefits  Training and development  Performance management  Employee and labor relations  Health, safety, and security  Human resource development
  10. 10. HRM Functions  HR Utilizations  planning, recruitment, selection, induction, assignment, collective negotiations, compensation and welfare, stability & retention  HR Development  Training & Development  Organizational development  Career Development  Performance management  HR Environment  External environment – legislation, union, stakeholders…etc  Internal environment – organizational climate, safety, well-being
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Course introduction to HR Management in Malaysia Education Context

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