Human resources management

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A brief Summary for:




My Project



 ( Dissertation / Research /



Thesis / Publication / task )




book binding png - Thesis Book Cover | #2882886 - Vippng


A  Researching Study 




about





HR For HR




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.


 


Image result for HRM




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.


 


What is Human Resources? Introduction to HR services | QuickBooks

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.



 
Image result for HRM


Image result for HRM



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.



 
Image result for HRM

Image result for HRM



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.


 


Other Resources:

1-Multicultural Education.



2--Education of a good quality




3-Education and development.




4-Education and modern technology




5-Educational leadership and policy



6-Education, Leadership and Culture.



7-Language communication research.




8-Education for sustainable development.




9-Education for social change/awareness.




10-Education and  modern approaches




11-practical education.




12-Moden and classical education.




13-The teacher role in education.




14-development of critical thinking




15- good qualities of the teacher



16-Curriculum Analysis, Curriculum
 

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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