creation
or innovation. They didn't use technology in
learning. There were no
meeting areas between the
organization managers and the people who
working
with them.
4- The researching questions:
How do organizational leaders, teachers, senior teachers, supervisors and advisors affect productivity and efficiency of schools and educational organization? How do we increase their professional developments? What skills should we teach them?
How we make education organizations perform well and learning outcomes high?
5-The problem solutions
Employers
and employees must learn academically and
practice actually the roles
played by leadership, teachers,
senior teachers, managers, supervisors and advisors through
the roles played by HRM. Trainings, conferences, lectures,
modeling and training units must
be presented through
continual workshops academically and practically.
Objectives:
1-The objective of HRM is the maintenance of better human
relations in the organization by the development, application
and evaluation of policies, procedures and programs relating
to human resources to optimize their contribution towards the
realization of organizational objectives.
To help the organization reach its goals.
To ensure effective maximum development of human
resources.
To ensure respect for human beings.
To identify and satisfy the needs of individuals.
To ensure reconciliation of individual goals with those of the
organization.
To achieve and maintain high morals among employees.
To provide the organization with well-trained employees.
To increase the employee's job satisfaction and self-
actualization.
To develop and maintain a quality of work life.
To be ethically and socially responsive to the needs of society.
2-Materials and Methods
In order to find out the answer to the research question
and to fulfill
both purposes of the research, we have
conducted a qualitative
research. We used types of
qualitative research methods like an in-depth interview,
and wellness in the workplace. It includes
means of
1-
A fact sheet as a kind of statistics for the organization
needs and
requirements, I think this process is called
( Pr-employment stage).
2-A
checklist used by the interviewer to interview the
new employees to do
right selection. I think this
process is called ( During employment
stage).
3-
A handout for workers to know all about the job
description, pay, workplace safety, housing and
bonuses. I think this process is called
(
Post- employment stage).
Outcomes and impact –
My
PhD research mustn't be put on a library shelf to be stored like the
ones that couldn't be benefited from. My PhD a practical and relevant
research. It is a message of progress, development, promotion and the
only solution for the problems that people in charge of education ,
planners, administrators, teachers, learners, course content authors and
people of assessment all over the world.
1-My research is Significant :
My proposed research will be academically
significant. To do this properly, I acknowledge relevant
existing scholarship and I explain how my research will relate to it. I am able to
show how my PhD will contribute to its field and – ideally – indicate
some of the gaps in knowledge it will aim to fill.
2-My research is feasible / doable:
1-Each
education association must know that the education
policy is
based on using critical thinking skills not just attainment or learning
by heart.
2-
Many training units, workshops, conferences and webinars must be held
3-My PhD is worthwhile.:
My research deals with a very vital and important problem that causes
worry to all people all over the world. It is actual. It touches our
lives everywhere. If we solve the problems of education, all programs of
sustainable development will succeed.
4-I suggest what will become
possible.
1-Other researchers can use
or build upon my research results. My research
will close the gaps of the missing relation between the education
policy,curriculum and assessment in academic knowledge.
2-
I am ready to do workshops, webinars,conferences, training units and
meetings to do professional development visits and meetings for the
teachers in my country with attendance or through using technology.
3-
I can use my global education sites and my blog to do professional
development meetings to all teachers all over the world with attendance
or through using my sites, emails or the university platform..
4-
If the people in charge put me in charge of implementing my project in
my country, I will enter classes with the company of teachers and senior
teachers of English and do model lessons based on using critical
thinking skills.
5-
If I was asked to do professional development anywhere all over the
world, I am ready to do the same to add my knowledge to humanity.
6- I am ready to be in touch with any university or any education association all over the world to give a hand .
7- My project is worthy and doable. It doesn't cost much money or funding. It is easy not difficult. It is very possible.
5-Originality/value
This study depicted a daily life practical Lesson Study activity through solving problem method. the lesson was: ( Environmental Pollution Problem) which focused on the students’ critical thinking
activity through the integration of PBL and learners' work groups in their authentic and practical daily life situations.
5-Discussion
The purpose of the discussion is to interpret and describe
the
significance of our findings in light of what was
already known about
the research
problem being
investigated and to explain any new understanding
or
insights that emerged as a result of our study of
the problem.
DISCUSSION provides the explanation and interpretation
of results or
findings by comparing with the findings in
prior studies.
Then, I can
say that: compared to the previous study about
(Human Resources Management), I say that my research
is different .
My research recommended the following:
Stages :
( HRM ) passes by 4 stages
A- Pre - employment stage:
1- I "as
a human resources manager" do a kind of statistics to
know about the
number of employees needed by my or
,the quality wanted, the
skills wanted, and the
characteristics of needed employees.
2- I know the period of hiring or recruitment.
B- During employment stage:
1- I do a
proper interview that includes all personal,
professional, skills,
experiences and talents information
about the graduates or the new
employees beside their
certificates.
2- I use a checklist to tick the available characteristics I find in the employee.
3-I
introduce a handout to the employee in which the
employee can know about
his job, place of work,
payroll, health insurance, safety, bonuses and
means
of transport
C- Post-employment stage:
1-I
start to do professional development to my employees
through workshops,
seminars, trainings, using technology
and guided practice to create a
kind of communication
with my employees.
2-I do
an assessment to my employees. I guide,
advise, encourage and motivate
till the employees
acquire all the wanted professional skills.
Employers and employees do a kind of listening and
responding to each
other to create communication to solve
problems and facilitate work.
D-During Retirement stage:
HRM is
responsible for getting all the rights for the
employees during
retirement. These rights include
the retirement procedure, a "thank you"
and appraisal
party for the value the employee has added to the
organization, the pension salary, the rewards, the
bonuses and all other
rights . HRM appreciates
all the roles played by the employees in
increasing
the production.
6-Limitations
“The empirical results reported herein should be
considered in the light of some limitations.”
1-Time constraints
Just as researchers have deadlines to turn in
their class
papers, academic researchers also must meet the deadline
for submitting a research manuscript to a journal.
Therefore, the time
available to study a research problem and
to measure change over time is
constrained by the deadline of
my “assignment.” I should have Made sure I choose a
research problem that I will be able to complete well before the
assignment’s deadline. If time constraints negatively impacted
my
study in any way, acknowledge this impact by mentioning
a need for a
future study.
2-Conflicts arising from cultural bias and
other personal issues
Researchers might be biased views due to
their cultural
backgrounds or perspectives of certain phenomena,
and
this can affect a study’s legitimacy.
Also, it is possible that researchers will have
biases toward data and results that only support
their hypotheses or arguments. In order to avoid
these problems, the
author(s) of a study should
examine whether the way the problem was
stated
and the data-gathering process were carried out
appropriately. I found a difficulty , but I did it .
3-More study:
I suggest additional studies in the future as the subject
of my
research is of a national importance to my great
country. Leading a
multicultural team is very important.
I suggest additional studies that include
the following tips:
HR and Training:
On
the basis of the results of the survey and the
discussions at the 2012
HRMT workshop, the following
areas of HRMT that will be particular
important in
helping statistical offices to respond to the
future
challenges can be identified:
Motivation
Change management
Knowledge management
Work environment and mobility
Training and skills development
Management development
Attracting and retaining people
7-Conclusion
The purpose of the discussion is to interpret and
describe the
significance of our findings in light of
what was already known about
the research
problem
being investigated and to explain any new
understanding or
insights that emerged as a
result of our study of the problem.
DISCUSSION provides the explanation and
interpretation of results or
findings by comparing
with the findings in prior studies. Then, I can
say that:
compared to the previous study about (Human Resources
Management), I say that my research is different .
My research recommended the following:
Training and skills development
Training and skills development comprises a broad
range of activities
and arrangements, including formal
and informal training, job-rotation,
traditional class-room
courses, internal vs external training,
cooperation with
e.g. universities, competence mapping, (personal)
training plans (development plans), special (introductory)
training for
newly recruited people, mentoring and the
use of new organizations or
technologies in training,