Human resources management

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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 Haroun, the senior researcher.

2- 3 of my assistant Colleagues.

Editor

Edited by: Mr./ Girgis Hanna Haroun

Supervisor:

Senior and public 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.

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, 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.

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

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 organization,

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

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 undertoo

k 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.