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Teacher shortage essay
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The shortages of teachers might not be the biggest issue right now, but if it is ignored like it has been in recent times, it could create a very big problem in education system. Due to various reasons, teacher retention has been one of the biggest problem. Hence, the role of HRM has never been as vital before. Ashiedu, and Scott-Ladd (2010) believes that the effective utilization of Strategic Human Resource Management (SHRM) can help in attraction and retentions of the teachers. While SHRM is not new to the private sectors, public sectors are falling behind while implementing this strategy.
The article provides some of the strategies that the HRM can use to attract and retain the teachers. One of the strategy focuses on providing professional learning support in their early career. This helps in preparing them for the future as it helps to nurture their professional development. Another suggestion was to pay higher salaries. As pay is one of the most influential factor retaining jobs, higher salaries will motivate teachers (at least monetarily) to retain their job. Developing respect among staff, and changing organizational culture (if necessary) also helps for the cause. One of the biggest issue in teaching is ever growing number of students, and educational organizations not being able to fulfill the demand of the teachers. Many teacher report burnout, hence to tackle this, one of the suggestion suggest that by reducing the workload through smaller class size and other associated work relating teaching can help in retention. Education reimbursements for the teachers who wants to go for higher education, and recognition of their service within 1year, 5year, and 10year also creates the positivity in teachers towards their job (Ashiedu & Scott-Ladd, 2010).
Hence, the role of HRM is very vital especially in teaching. The effective implantation of SHRM can be a next paradigm in education sector. The respondents in this study agreed that a more rigorous implementation of SHRM at the school level would assist in retaining teachers within the profession.
According to Tejumola (2012), human resource development is a combination of training, education, and motivation. It can be vital in developing personal along with organizational goals. The author believes that the human resource development is a gradual process and should be given proper attention. At the first stage, this process focuses on the organizational competencies. By providing various training and developing employee through education, this process can create job satisfactions which can be vital for both organization and overall employee growth.
In her article “Teachers Hiring Teachers,” Mary C. Clement (2013) describes the benefits of using teachers in the teacher hiring process, strategies and considerations while doing so, and moving past obstacles that may be encountered. She draws evidence from the principal at Berry Elementary and Middle School in Mount Berry, Georgia as she outlines their best practices. This article supports the idea of “cultivating leadership in others,” one of the five key practices of effective principals outlined by The Wallace Foundation (2013). In my opinion, this article provides a worthy example of the benefits realized through advancing teacher leadership.
Fundamentally, the first question one should seek an answer is; what factors would need to be studied in order to answer the question of whether teacher turnover is too high or too low? Many people would quickly hypothesize that retirement is the major cause for teacher attrition. However, a close scrutiny of the situation on the ground has it that this is not true. According to the analysis done by the US department of education, 2000 to 2001, teachers give other reasons rather than retirement when leaving and the most common include job dissatisfaction and search for other positions in other professions. For those teachers who transfer schools, 65 percent move because of lack of planning time, 60 percent move because of wo...
Researchers approaching the study of teacher retention using a cost-benefit theoretical framework from the field of economics believe teachers make choices to stay in their current positions, migrate to new positions in different schools either within or across districts, or leave the profession altogether by weighing opportunity costs. These researchers envision teachers comparing the costs, both overt (salary and benefits) and hidden (working conditions, family ties to the community, etc.), with the benefits of staying in their current positions (Grissom, 2010). When costs outweigh benefits, teachers choose to migrate to new positions or leave the profession.
In summation having a shortage in teachers can be detrimental. Teachers are needed to help with the success of student. Having great recruitment and retaining strategies will help overcome the shortage in teachers.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.
Many states such as New England have begun to experience the effects of teacher shortages in the areas of Math and Science (Fowler, 2009). The teacher attrition rates have become a problem to many administrators and educators with teachers leaving at twice the rate of nurses and five times the rate of lawyers. Prior work by Ingersol and Perda, have revealed that the annual attrition rate has risen by 19-26% (Jennifer, 2010). As a result, educators spend more money in fast track programs that many researchers believe do not solve the problem. Instead, they contribute to the issue by bringing more inexperienced teachers into the classroom. Despite the promising results of professional developmental programs, these programs can be very costly and can take time to determine their full usefulness. The author believes there are alternatives that do not require costly techniques but instead models and actions that education administration can adopt to increase teacher retention. Instead of focusing on the reasons teachers leave the field, the author takes a different approach by examining the dynamics that cause teachers to stay in the field pass their five year mark.
HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
According to data gathered by the National Center for Education Statistics in 2015, there are about 50.1 million public school students and 3.1 million teachers in the United States. When the number of teachers is not enough to meet the demand for teaching, the student/teacher ratio will raise. To the recruiting more effectively, we need to improve the training programs and the teachers ' rights. Moreover, we also have to enhance the quality of working environment together with the academic freedom for the teaching profession. In the early 19th century, the National Education Association introduced tenure. Before tenure, teachers could be fired for personal, religious, race, political reasons, or the
Some teachers are better than others. This is a simple and, I hope, obvious fact. But the culture of American schools is not friendly to it. Particularly in our hiring of public school teachers, we tend to avoid notions of serious discernment, of picking the very best in our society to become our teachers, and we accept that the most talented of our young people will gravitate to other fields. Overcoming this acceptance of mediocrity in teacher recruitment and retention represents the greatest opportunity to bring a quantum improvement to our schools.
Employee retention is a practice in which the employees are convinced to stay in the organization for the most period of time or until the accomplishment of the plan. There is no scarcity of opportunities for a capable person. There are countless organizations, which are looking for such employees. If individuals are not satisfied by the job they are doing, they might switch over to some other more appropriate job. In today’s upbringing it turns out to be very imperative for organizations to retain their employees (Dibble, 2000). Employee retention is supportive for the organization with that of the employee. Employees today are diverse. They are not the ones who don’t have first-rate opportunities in hand. As soon as they dissatisfy with the current organization or the job, they switch over to the next job. It is the duty of the organization to keep their paramount employees (Phillips and Connell, 2003). Employee retention concerns taking measures to convince employees to remain with the organization for the most period of time. Today employees’ retention has become the major issue for organizations. Hiring knowledgeable workers for the job is essential for an organization. However retention is even more crucial than hiring (Inkson, 2007).
Education is the basis of growth. It is as true for people as it is for the countries, states, cities and school districts who make education a necessity of development (Uko-Aviomo). Every year, new graduating students leave the comfort of a school system and get careers that define their countries economy. The education and skill of these students was built by both the school system and teachers who taught them. However, what happens when these teachers or school systems fail to deliver that critical education to their students? What if the best teachers were all chosen to migrate to a more financially country or change their subject focus that they have spent years mastering? Teacher recruitment and turnover/attrition can slow the development of a nation and deprive students of a chance for quality education.
Human resource management is 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. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.