Human resources management

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A brief Summary for:

My Project

( Dissertation / Research /

Thesis / Publication / task )

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A Researching Study

about

Mr. / Girgis

Image result for HRM

Corresponding Authors:

1-Mr. / Girgis Hanna , the senior researcher.

2- 3 of my assistant Colleagues.

Editor

Edited by: Mr./ Girgis Hanna Haroun

Supervisor:

Senior supervisors of English in Egypt.

The site published on:

www.bchmsg.yolasite.com

Subject:

Human Resources Management

Online since : 2017

Affiliation:

The Ministry of Education in Egypt.

Drawing upon findings from a funded study of an academic

leadership in Egypt ( Ministry of Education) and provided by

(full) professors, this research focuses on (Human Resources

Management as perceived by those on the receiving end of it.

Abstract

This thesis has been written on commission by me,

Girgis Hanna Haroun, a supervisor of English at high

schools and colleges in Egypt.

Several preliminary interviews made us very interested

at the situations at schools and helped us to formulate

our research question: “How do we increase the

teachers' professional development at schools?

Moreover, it made our research have two purposes,

one of academic character, and one of practical

character. The academic purpose is in investigating

relationship between organizations teachers, senior

teachers, managers and organizational performance,

i.e. efficiency and productivity.

The practical purpose is in giving analysis-based

recommendations about possible ways to increase

productivity and efficiency to our educational

organizations like schools, teachers, senior teachers,

managers, supervisors and advisors

( HRM ) passes by 4 stages. A- Pre - employment stage.

B- During employment stage.C- Post-employment stage.

D-During Retirement stage. In practice, HRM is responsible

for employees' experience during the entire employment

life-cycle. "HR" positions fall into one of two categories:

generalist and specialist.Motivating employees is a

complex task.

It requires the understanding of the dynamics of people

and the ability to create an environment that fosters

motivation. Management development plays a vital role

in preparing an organization for the next generation

of leadership.

Attracting and retaining the best candidates is a major

objective of HRMT. To achieve this “an attractive

package” needs to be created, including positive

work place atmosphere, flexible working time,

quality training, diversity, etc.

1-Introduction

1-The Research Vision, Mission and Objectives

The vision is (Developing our Education system)..

The mission is Doing research theses

The Objectives are:Solving problems that arise from

the diverse cultures and their conflicts inside the

education organizations.

2-A problem needs a solution

We faced a problem that needs a an urgent solution.

The problem is: We, the researching group, noticed that the

learning outcomes of high schools and colleges are low.

3-Reasons for the research:

The reason for doing such research is that I and my

colleagues noticed that some organizations did not

work as efficiently as they could, and senior managers

have encountered various problems. Complaints were

numerous. Teachers had no skills.

They don't know anything about the right way of a

lesson plan, curriculum design, curriculum analysis,

lesson presentation, team work, dialoguing,

experimenting, solving problems, using technology,

critical thinking skills, thinking, pairing, sharing,

authentic situations, using environment in teaching,

role playing, story theater in teaching, active learning,

interaction, participation or interaction.

People worked in terms of only firm accountability

and punishment. There was no vision, no mission,

no objectives, no team work, no love or respect and

no good performance. We have been asked to

estimate the situation, analyze it, and come up with

solutions which could increase efficiency and

productivity; in other words, increase organizational

performance.

After preliminary interviews with the senior managers and

teachers at schools, we have identified our areas of the

interest: organizational structure, leadership, and

communication.

The teachers worked individually without any

collaboration with their managers or school leaders.

Teachers didn't like change. They used traditional

method of teaching like the GTM method. Learners

were just listeners or stores waiting for being filled

with some information that were learnt by heart.

Learners knew nothing about any critical thinking like

practice, analysis, synthesis, evaluation, imagination,

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.

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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?

What is Human Resources? Know Human Resources Skills, Career Path, Eligibility & Courses | Naukri Learning

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.

Human Resource Management: Gaining a Competitive Advantage - ppt download

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,

focus groups, ethnographic research, content analysis

and case study research that are usually used.

This has been done by interviewing fifty schools

managers and 20 educational leaders or administers

beside 100 teachers and senior teachers working at

schools and education zones and supervision.

We have tried to talk to representatives of different

layers of the organizations to make our research

complete. These semi-structured interviews

resulted in qualitative data, which had been processed

and analyzed using coding technique.

Our research used 2 methods:

One of academic character, and one of practical character.

1-The academic purpose is in investigating relationship

between organizational structure which includes

learners, teachers, senior teachers, agents, deputy,

managers, supervisors and advisors,

and organizational performance, i.e. efficiency

and productivity.

2-The practical purpose is in giving analysis-based

recommendations about possible ways to increase

productivity and efficiency to our educational

organizations.

3-We used interviews, lectures, debates, experiencing,

observations, analysis, synthesis, assessment, feedback

and evaluation.

4-We held workshops, modeling, training units authentic

field practice in actual fields and we assessed, followed

and evaluated what we recommended academically

before. It took 6 months to conduct our experiences that

we acquired from our professors in East Anglia University,

England.

HUMAN RESOURCE MANAGEMENT | Marine Inbox

Tools and issues:

Human Resource program includes tools and issues of

recruitment, interviewing, training, employee relations,

retention, competency, policies, workplace issues,

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).

3- Main Findings / Results

Through working as a senior supervisor of English, I was

asked to implement the responsibility of HRM in my deal

with my teachers to increase their professional

development. I worked in this field for more than 15 year.

I did a research about HRM and uploaded its summary to

my global education website to be as a resource for all

experts and people in charge in my country Egypt and all

over the world.

I can refer to the main points of my research:

A couple of causes are there regarding why academic

institutions can be benefitted from the Human Resource

Management system. Primarily, as educators are a vital

role-player in student accomplishment , institutional

achievements to fulfill the rising demands and

expectations about student accomplishment hugely rely

on the efficiency and endeavor of the educators.

The Human Resource Management can be seen as a

method to aspire and boost the teachers to invest them

to the institutional targets. Next, a constant novel

cognitive ideas regarding pedagogical aspects and

knowing that inspires educational institutions .

The educators must be wishful to make them professional

constantly through including these novel aspects into

their day-to-day practical cultures, and human resource

management can be used as a tool to provide their

teachers' scopes to better and sharpen the

professionalism.

Lastly, the academic institutions, across the globe, find it

difficult to get highly professional and qualified educators.

Even after getting and appointing, numerous young

educators leave because of unsatisfactory work

atmospheres. Human Resource Management systems

can be helpful in getting as well as retaining efficient

and bright teachers.

In spite of getting acknowledgment about the

implementation of HRM practices in reference to the

schools , Human Resource Management is yet to be

developed in academic industry and it becomes tough to

apply systematically and effectively.

In specific words, institutions put forth quite a high level

of endeavors to implement practices such as teacher /

educator training, development in the processes of

appointment and selections or performance-based

incentives/payments. However, these impacts are not

optimal when it comes to the intensity.

It might be due to: weak association between various

Human Resource practices, such as performance-based

payments as well as appreciation; or inefficient persons

to perform the scheme who do not have required amount

of education and efficiencies; as well as the fact that

there is a gap between the demands or expectations of

teachers and the HRM practices, for example, teacher

training events are not aligned with their demands.

As mentioned by researchers, it might be the

incompetence of the policymakers and academic leaders

who do not have an inclusive or systematic perception

about the human resource management .

Simultaneously along with the practical aspects, very

less basic concentration is shown to the chance of

packing Human Resource Management practices into

inclusive HRM settings that includes interconnected

cultures. In parallel way, Human Resource Management

literature has mostly research works for companies in

beneficial point of view and it bypasses as well as

neglects the public franchise and industry.

For connecting the gap between academic and HRM

scientific aspects, this research work and paper basically

investigates how Human Resource Management might

be modified so that high-level, qualified and loyal

educators can be created.

Findings and results:

We wrote a report that included our data, solutions and

recommendations we presented.

Our teachers, senior teachers, schools managers and

education organizations leaders learnt the following

key findings and secondary findings we presented .

I will Present a result and then explain it, before

presenting the next result then explaining it, and

so on, then end with an overall synopsis.

This is the preferred approach as I have multiple results

of equal significance. It is more common in longer

papers because it helps the reader to better understand

each finding.

Finding result 1:

Findings and results:

We wrote a report that included our data, solutions and

recommendations we presented.

Our teachers, senior teachers, schools managers and education

organizations leaders learnt the following key findings and

secondary findings we presented.

Definition of HR:

(HR) refers to human resources.

"Human resources " is the set of individuals

who make up the workforce of an organization,

business sector or an economy. HR serves as (A labor union).

Finding result 2:

Classification:

These employees vary according to 3 trends:

1-Demographics which include age, gender and work class.

2-Diversity which includes race, baby boomers or old employees.

3-Skills and qualifications as industries from manual to

managerial professions.

Talent management:

It is the process of attracting and retaining profitable employees.

It is about the management of high-worth individuals in an

organization. It is the process of Sourcing, attracting, recruiting

and on boarding qualified candidates with competitive

backgrounds.

Non-profit versus profit:

There is a no difference in managing human

resources in for-profit versus non-profit

organizations. Their roles should be carefully

specified, they should be recruited carefully, they

should be oriented and trained, they should be

organized into appropriate teams or with suitable

supervisors, they should be delegated to, their

performance should be monitored, performance

issues should be addressed.

They should be rewarded for their performance.

People on duty:

HR's duties may be performed by a handful of trained

professionals or even by non-HR personnel. In larger

companies, an entire functional group is typically

dedicated to the discipline, with staff specializing in

various HR tasks and functional leadership

engaging in strategic decision making.

Human resources department is responsible for:

Managing job recruitment, selection, and promotion

Developing and overseeing employee benefits and wellness

programs.

Developing, promoting, and enforcing personnel policies

Promoting employee career development and job training

Providing orientation programs for new hires

Providing guidance regarding disciplinary actions

Serving as a primary contact for work-site injuries or accidents

Finding result 3:

Human resource management is about:

Addressing current employee concerns:

Unlike company managers who oversee the

day-to-day work of employees, HR departments

deal with employee concerns such as benefits,

pay, employee investments, pension plans,

and training. Their work may also include settling

conflicts between employees

or between employees and their managers.

Functions

1-Human Resource Management (HRM) is the

function within an organization that focuses on

recruitment of, management of, and providing

direction for the people who work in the organization.

HRM can also be performed by line managers.

2-HRM is the organizational function that deals with

issues related to people such as compensation,

hiring, performance management, organization

development, safety, wellness, benefits,

employee motivation, communication, administration,

and training

3. Appraisal of performance of employees.

4-Social security and welfare of employees.

5-Role Analysis for job occupants and feedback counseling.

6-Promotion and transference from one job to another

7-" HRM " functions recruitment, selection and training.

4- Results / Secondary Findings

I will Present a result and then explain it, before presenting the

next result then explaining it, and so on, then end with an overall

synopsis. This is the preferred approach as I have multiple results

of equal significance. It is more common in longer papers

because it helps the reader to better understand each finding.

Secondary finding result 1 :

Benefits:

7-Saving time, effort and money and avoiding

frustration.

8-Minimizing costs and reducing risks.

9-Attaining maximum individual development,

10-Attaining desirable working relationship

between employees

and employers and between employees and

employees.

11-Increasing production, sales and good

quality.

Secondary finding result 2 :

Strategy:

1-HRM is also a strategic and comprehensive approach to

managing people and the workplace culture and environment.

2-Effective HRM enables employees to contribute effectively

and productively to the overall company direction and the

accomplishment of the organization's goals .

3-Responding to employees, and managing transformation

and change.

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,

such as E-learning.

One other important issue is the question of the

cost/benefits of training and how to measure and

evaluate the outcome of training activities.

8-Acknowledgements

I would like to express my very great appreciation to

those people who helped me during my work on

this thesis. They gave advice and assistance in keeping

my progress on schedule.

I would like to express my very great appreciation to

Dr Rod in East Anglia University for his valuable and

constructive suggestions during the planning and

development of this research work.

His willingness to give his time so generously

has been very much appreciated.

I thank:

(The Main supervisor,The Second supervisor,

The Other academic staff in my department,

The support staff, Administrative staff,

The referees, funding bodies, the supervisor,

Any students who undertook side projects with me,

friends and colleagues) .

I would like to offer my special thanks to the students who

undertook side projects with me.

I want to thank my people in charge of the education system

in my country for Funding and inviting me to work on this project.

I would like to thank the schools, companies, associations

and other educational associations for their assistance

with the collection of my data : personnel

of schools ( Affiliated Institutions ) for their direct technical

help, time statistics/data and effort. Special thanks to my

colleagues, for their help and support.

I wish to acknowledge the help provided by my public

supervisor for his help, guidance, and advice in times when

I needed it most.

I am particularly grateful for the assistance given by my

professors in East Anglia University for their general

supervision and general administrative support.

My special thanks are extended to the staff of my

team for their writing assistance, technical editing,

language editing, and proof-reading.”

Finally, I wish to thank my parents for their support

and encouragement throughout my study.

Forum Cover Image

English Teaching Forum, 2015,

Volume 53, Number 1

1- Increasing Listening Practice Time

2-Observation Tools for

Professional Development

3-Increasing Awareness and

Talk Time through Free Messaging Apps

4-Reader's Guide

5-Teaching Techniques

5-Meditation in the English Classroom

6-Teaching Techniques:

7-My Classroom: Indonesia

8-Try This: Listening and Logic

9-The Lighter Side: You’re Not Listening!


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