Human resources management

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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 : Jan., 2023

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.

Table of Contents

The Research Structure Plan

Chapter : 1 : The Research Abstract.

Chapter : 2 : The Research Introduction.

Chapter : 3 : The Research Methods and Tools.

Chapter : 4 : The Research Results.

Chapter : 5 : The Research Outcomes and impact.

Chapter : 6 : The Research Discussion.

Chapter 7 : The Research Conclusion.

Chapter : 8 : The Research Limitations.

Chapter : 9 : The Research Acknowledgement.

Chapter : 10 : The Research References.

By : Mr. / Girgis Hanna Haroun Abdoh.

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

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

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).

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.

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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