Reviewing the Literature
Article 1
Full reference of the article: Tran, H. (2015). Personnel vs. strategic human resource management in public education. Management In Education, 29(3), 112-118. doi: 10.1177/0892020615584107
Objective and research question: The position of human resource has become increasingly important for most of the organizations whether they are in business or education sector. While the importance of strategic human resource management is encouraging for various sectors but, research indicates that the education sector seems to be lagging. This study aims to understand the role of strategic human resource in an American business school. More focus is given to identification of employee management philosophy that is strategic human resource management vs. personnel management.
Method: – For this analysis in-depth document examination of the role of human resource and their job in the district’s schools have been considered. Document analysis was considered from the data related to job advertising and recruitment in California schools. Higher emphasis was given to HR professionals from public schools and institutions across California.
Findings and discussion – The findings of this article specify that there is a positive relationship between human resource and organizations capabilities. the status of human resource is education sector justifies improvement as it is evident from the lack of knowledge as mentioned by the managers and teacher who work in the schools. To enhance strategic human resource in education institutes its vital for the policymakers to adopt and consider the importance of human resource functions and how HR’s tole can advance the institutes goal or mission. The structure of the education institutes should be altered so that they can understand as well implement HR practices to enhance the organizational outcomes. Human resource activities should be strategically enhanced because that is what will help to enhance the organizational outcomes. For example, it will solve the problem of teacher supply and availability in schools in USA and UK. Also, the findings from this article indicate that supervisor interpersonal communication is positively related to the growth and satisfaction level of teacher and is negatively related to employee or teacher turnover. To overcome the problem of interpersonal communication it’s important to train the supervisors. The human resource professionals can themselves train and conduct personal communication workshops for the teachers as this initiative will solve the problem of effective communication. This strategy should be incorporated into strategic human resource management for the education sector.
Conclusion – To conclude, the outcome of this study indicates that the employees in school consider the importance and position of human resource as one of the personnel management and nothing beyond that. This scenario was evident from the research related to HR positions in California schools and their job-related advertisements.
How this article will contribute to my Essay 3. – This article will be a part of my essay 3 as it has assisted me to understand the importance of human resource professionals in educational institutes. The main aspect that I learned from this article is that how human resource professionals can train supervisors and school and how it will lead to a positive organizational outcome.
Article 2
Full reference of the article: Brewer, P., & Brewer, K. (2010). Knowledge Management, Human Resource Management, and Higher Education: A Theoretical Model. Journal Of Education For Business, 85(6), 330-335. doi: 10.1080/08832321003604938
Objective and research question: The goal of this research is to examine the importance of knowledge management for the business industry as well as the education sector. how am education institute organized, develops and shares knowledge management can help them to attain competitive advantage. This study identifies the relationship between Organizational process, knowledge management, and human resource activities. Along with that, an analysis of Bloom’s Taxonomy has also been used to compare knowledge management in the education sector and organizations.
Method: – Secondary data has been considered to evaluate the relationship between human resource management strategies and knowledge management strategies. Different approaches to human resource management strategies that are explorative and exploitative have been analyzed as they impact knowledge management. For further research models like the integration of knowledge management, human resource management, and Bloom’s knowledge dimension have also been considered.
Findings and discussion – The information from this article indicate that most of the organizations are focusing on their business, industry knowledge, and human resource management. Educational institutes that implement Bloom’s Revised Taxonomy will be keener to develop their educational programs while also measuring student learning goals and objectives. The human resource management activities in educational institutes include orientation program for students, socializing, training and development programs for the staff members and also performance appraisal that would encourage the members to attain the organizational goals and mission. The article emphasizes the knowledge that is required by human resources to successfully run the organization of the institute. This includes constant learning and various opportunities for students to explore in-depth and factual knowledge to enhance their dimensions beyond academics. To maximize objectives and growth of the performance appraisal system and to maintain the knowledge of employees it’s important to design an effective reward system that not includes monetary benefits but non-monetary also. Managers in education institutes, as well as an organization, should be aware of metacognitive knowledge that involves both strategic and contextual knowledge as it helps to deal with potential knowledge gaps. Overall, the educational programs need to lay more emphasis on various knowledge dimensions that help in designing an assessing program for student learning objectives. For effective planning or assessment in universities Whether Bloom’s Taxonomy is implemented as it’s important to incorporate knowledge management that leads to growth and success of institutes as well as for the education of students.
Conclusion
To conclude, the organizations, as well as the educational institutes, should emphasize on developing knowledge workers that can compete and excel in this global environment. Thus, human resource management activities should focus more on enhancing and evaluating the knowledge skills of humans.
How this article will contribute to my Essay 3.
This article will be a significant part for essay 3 as it helped me to gain essential information & data about the importance of knowledge management in universities and how it leads to a positive outcome. Also, I learned about Whether Bloom’s Taxonomy which is used for planning or assessment in universities and it’s important for knowledge management.
Article 3
Full reference of the article: Scheer, S., Cochran, G., Harder, A., & Place, N. (2011). Competency Modeling in Extension Education: Integrating an Academic Extension Education Model with an Extension Human Resource Management Model. Journal Of Agricultural Education, 52(3), 64-74. doi: 10.5032/jae.2011.03064
Objective and research question: Most of the organizations in the 21st century have faced challenges concerning organizational change for cooperative extension in the 21st century.
This study aims to analyze and correlate the outcome of two competency models which are academic extension model and HRM extension. The objectives are to examine both of these models to find some similarities and differences between the two of them, to analyze the combined outcome for the education sector and to identify the gaps in this research.
Method – For this study three parts were considered. Firstly, the national Delphi study which will regulate the education extension competencies for educators. Secondly, the study will develop a competency model about human resource management for all the workers and thirdly, a combination of findings from both of the above-mentioned studies.
Findings and discussion – The research details of this article show that the competencies from the academic extension model and human resource extension model overlap. Competency methods are essential for human resource management as well as education development. Competencies are the collection of certain dimensions like skills of a person, his knowledge, attitude, behaviour, etc. All these are important for an organization or an educational institute to run efficiently. Competency act as a guideline for the organizations so that the employees can focus their strengths and capabilities and enhance them with various training and development programs. The similarities between both the models indicate that professional development and education extension are going in the same direction but the academic model has some unique traits. For instance, understanding stakeholders, as well as communities, can be applied for education model competency. Both of these models were more similar and did not have much of a difference. The human resource management extension model can be used to describe competency. Both, Human resource management extension model and education extension model had similar competencies. The Human resource management extension model is appropriate to describe the competencies. This study confirms that competencies are important for various educational programs and can be used for extraordinary performance at work. This study has certain limitations, for instance, the two-competency model that was considered for this research was developed using varied methods and also the data was collected from varied groups.
Conclusion
The objective of this research was to analyze and correlate two competency models determined from the latest research in the Cooperative Extension System. To understand the competencies in a better way further research is required to examine the competency of employees who are high performers in the organization. This research is valuable as it updates about a new competency model for education extension and also for human resource management extension model.
How this article will contribute to my Essay 3 – Essay 3 will be about the growing importance of human resource management practices in the education sector. This article will contribute significantly to my essay 3 as it provides information related to entry-level Extension Educator Competencies which are verbal and nonverbal communication, interpersonal skills, self-management, leadership development, etc.
Article 4
Full reference for the article: Thirkell, E., & Ashman, I. (2014). Lean towards learning: connecting Lean Thinking and human resource management in UK higher education. The International Journal Of Human Resource Management, 25(21), 2957-2977. doi: 10.1080/09585192.2014.948901
Objective and research question: – This study aims to analyze some of the latest adjustments about university funding in the UK considering the increasing level of competition and economic conditions have led to enhanced quality and reduction in costs. Due to this scenario, the higher education sector is implementing quality concepts like Total quality management, business process reengineering and most importantly lean thinking for various activities. Lean principles are being considered important to solve the problems in the education sector and also to enhance the activities.
Method -Evidence for this research was collected from case studies in higher education institutions in the United Kingdom. The first one is the traditional university and the second one is the modern university. For the analysis evidence from both the institutions were collected in the form of internal reports, meeting details, and training materials. apart from this interview was also scheduled to understand the scenario in a better way.
Findings and discussion –The findings indicate that both the cases of universities, traditional and modern have different methods to manage their resources and also to a different approach to implement lean thinking principles, especially when it comes to training the employees and skill development strategies. For example, the traditional university required its participants to apply plan do check act for all their practices which are derived from Total quality management. In a traditional university, the approach to lean principles was operations for impacted workers. But despite different approaches towards implementation of lean principles the outcome for both the universities was similar. The data collected for the research included a wide range of challenges about the application of Lean Thinking principles for higher education in the UK. But in the case of both the universities, Lean Thinking had limited analysis across functions and tasks and also confined analysis of application when it comes to demonstration of the change in working practices and their outcomes. It was found that the staff members were facing certain difficulties and were struggling to adopt the practices of lean principles for their work environment but not for outside operations. It’s evident from the study that both the universities, traditional and modern lacked clarity when it comes to understanding the concept and principles of Lean thinking. Thus, the implementation of Lean Thinking practices for higher education in the UK might not be a success due to less conceptual clarity.
Conclusion –This study argues that Lean Thinking for higher education in the UK can suffer from a lack of clarity because of which it cannot be implemented successfully by both traditional and modern universities. Lack of human resource professionals from the initial stage of the Lean Thinking process will lead to poor management and negative outcome for the universities.
How this article will contribute to my Essay 3. -This article helped me to understand Lean thinking practices which can be implemented for higher education as it will lead to a successful outcome. But before implementing this principle the universities need to understand thus principles correctly because only then it will be implemented correctly and will lead to a positive outcome.
Article 5
Full reference of the article: Disaster Management Education in Indian Schools: Gaps, Challenges and a Human Resource Plan Model for School Education Sector. Indian Journal Of Public Administration, 56(4), 979-995. doi: 10.1177/0019556120100410
Objective and research question: Education is the responsibility of the State government and Union government according to the 42nd Amendment act of Indian constitution. This means that the schools and other formal education intuitions are under the control of state government who also decide the educational policies keeping the common objectives in mind. The objective of this research is to review Disaster Management education for different educational boards like CBSE and ICSE.
Method: For this research, secondary data was used from the “All India Educational Survey was considered. Data from secondary high schools from different boards such as State Boards, CBSE, ICSE, IGCSE, Madrasa Boards, etc. were also considered between the period 1950-51 and 2001-02. Also, an evaluation methodology of high school performance was taken into consideration.
Findings and discussion –The state government and other non-government organizations take various initiates to bring a significant change in the Indian education sector. They took steps to incorporate disaster management safety education in India as its important. The first step to implement the disaster management safety education in India is taken by CBSE board which started showing from 2002 and was included in the syllabus mentioned in the textbooks from 2003. But there are certain gaps and challenges which need to be taken care of by the State government and the Central government. Both governments will have to make more effort and play the main role in incorporating disaster management in school education. The teachers, staff members, and the students cover around one-third of the population in India and are the most essential human resource that the country has at present. Disaster management safety education in India is mostly about incorporating a culture of being educated not only in schools but all in the community or society. This program is essential for preparing the society and the students for the future. Thus, disaster management safety education must be included in the curricular as well as co-curricular activities in schools. Unless the students and the society attain essential skills and abilities the knowledge, they learn in school will be of no good to them. The government should develop various strategies to make more and more people aware of disaster management safety education.
Conclusion – To conclude, this study emphasizes disaster management safety education in India and that the government should take initiatives to incorporate these into not only in the syllabus given in the books but also for co-curricular activities in schools. It’s recommended to provide equal and uniform progress for all the education boards across the state.
How this article will contribute to my Essay 3. –I learnt about an essential concept that needs to be incorporated in the education sector which is Disaster Management safety education. This article will contribute towards my essay as it enhanced my knowledge in terms of the contribution made by the State and the Central government towards Education in India.