SGDU 5063

Human Resources in
Education
Dr. Tengku Faekah binti Tengku Ariffin
UTLC/SEML
faekah69@gmail.com

Overview of the HRM Functions

HR Utilizations

planning, recruitment, selection, induction, assignment,

collective negotiations, compensation and welfare, performance
appraisal, stability & retention

HR Development
Training & Development
Organizational development
Career Development
Performance

HR Environment
External environment legislation, union, stakeholdersetc
Internal environment organizational climate, safety, well-being

HR Planning
Forecasts of teacher
demand

Forecasts of teacher
supply

Forecasts of teacher
surplus or shortage

Goal setting and

strategic planning

Implementation &
evaluation

Forecast

ascertain the supply and demand of teachers of various expertise

predict the areas where there will be future shortages or surplus

Can use statistical or judgemental methods

Determining teacher demand

Developed around the specific job categories or skill areas relevant to the
current and future state

Need to get info whether the need for teachers in those job categories or
with those skills will increase or decrease in the future

Information is gathered statistically from historical records e.g. by looking

at the birth rate or by looking at the average age of teachers

Judgemental method is often used when unexpected issues arise

Determining teacher supply

Calls for a detailed analysis of how many people are currently in the teaching job,
based on job categories and skills or areas

Using the transitional matrices, one can statistically determine teacher supply
based on tr categories

(current total
in each
category)

D52
Exit

DG48

DG44

DG41

Pension
DG52 (100)

90

DG48 (200)

10

DG44 (600)

10
180
20

DG41 (1100)

10
576
24

4
1076

by early
Total
Teacher
surplus

100
200be determined
600 by categories
1076 or areas of expertise
or
shortage can
next
onceyear
the demand and supply are identified
Need
supply(?)

24

Try this exercise!

(current total
in each
category)

D52
Exit in

DG48

DG44

DG41

2013
DG52 (82)

DG48 (320)

12

DG44 (835)

DG41 (2147)

Total
expected by
earlyear

90

325

845

2180

Need
supply(?)

Goal setting and strategic planning

Is based on analysis of supply and demand

Must include:
specific

figure for what should happen

Specific

timetable for when objectives or goals

should be achieved

Issues:
What

to do with teacher surplus?

Downsize,

reduce pay, demotions, transfer, work

sharing, hiring freeze, natural attrition, early
retirement, retraining

How

to avoid teacher shortage?

Overtime,

temporary teachers, outsourcing,

retrain,transfers, turnover reductions, new
external hires, technological innovation

The final step in planning is to evaluate the HR status whether

the district/state has successfully avoid teacher surplus or
shortages.

It is also important to go beyond this diagnostic, i.e., by looking

at the specific parts of the planning process contributed to
failure or success.