JASC: Journal of Applied Science and Computations                   ISSN NO: 1076-5131
                      
       
            THE ROLE OF HUMAN RESOURCE MANAGEMENT IN 
                           EDUCATIONAL ORGANISATION 
                                                  
                                           P. NAGESH 
                            Research Scholar, S.J.J.T. University, Rajasthan. 
       
      ABSTRACT 
      Today, Human Resource Management (HRM) practices are considered a crucial and considerable contributory 
      factor in the performance of all organizations. Human performance in organizations reflects on the knowledge, 
      skills, behaviors, and values. Since the abilities and skills will help the organization to better performance and 
      productivity, any expenditure on education and development is a long term investment that as long as the 
      organization can benefit from it. For the human development of any society the major share of responsibility 
      lies with the teachers of that society, so in this study, we have investigated how HR practices affect the teachers' 
      performance.  To  enhance  the  teachers'  quality,  a  good  performance  management  system  i.e.  planning, 
      monitoring,  and  supervision  of  teachers  and  teachers'  training  needs  to  be  provided  in  the  Educational 
      organizations.  This  study  examines  and  analyzes  the  role  of  human  resources  management  in  educational 
      organizations. 
       
                    
      KEY WORDS:Human Resource practices, Education, Teachers Performance 
       
                                         INTRODUCTION 
      Education plays a vital role in building ones' character. It is considered as the most inertial instrument to make 
      people responsible citizens to eliminate poverty and also to progress social and economic growth of the society. 
      For socio-economic development of a country education is a vital investment. Employees are one of the most 
      important assets of an organization as they contribute to its growth and success. There are several reasons why 
      educational institutes might benefit from HRM. First, since teachers play a major role in student achievements 
      educational  organization’  successes  in  meeting  the  continuously  increasing  expectations  regarding  student 
      achievements mainly depend on the competence and effort of their teachers. HRM can be viewed as a means to 
      motivate teachers to contribute to their educational organizational’ objectives. HRM can be seen as a way for 
      educational organization to offer their teachers opportunities for continuous professionalization. HRM is still 
      relatively ill-developed in the educational sector and it appears to be hard to implement in a systematic and 
      effective way. More specifically, schools put a lot of effort into the implementation of single practices like 
      teacher training programs, improvement of recruitment and selection procedures, or performance related pay 
      but the effects of these efforts remain suboptimal. Reasons for this can include: a poor link between different 
      HR practices, like performance-related pay and appraisal the fact that the people who have to carry out the 
      policy lack the necessary knowledge and competencies and the fact that HRM practices e.g. training programs  
      do not meet teachers’ needs. This paper conceptualizes How exactly schools might profit from HRM systems. 
       
       
      Volume 5, Issue 11, November/2018                                         Page No:2143
         JASC: Journal of Applied Science and Computations                                              ISSN NO: 1076-5131
          
          
         Research Methodology: For writing this paper secondary data has been used. The data has been used from 
         various websites, newspapers and reports. 
         Objective: 
         1. The purpose of this study was to evaluate human resources performance in effectiveness of education staff. 
         2. The objective of the study is to identify major role of HRM in Educational organization.  
                                                                                          
         Functions of Human Resources Management in Education
         Human resource management in education is a set of practices and methods of integrating and maintaining the 
         teaching staff in the educational organization so that the organization can achieve their purpose and as well as 
         meet the goals for which they were established. It is the motivation and co-ordination of the activities and effort 
         of the teachers in educational organization in order to obtain maximum output from them and consequently 
         achieve the goals of education optimally. The functions include the following:  
        Staff maintenance  
        Staff relations  
        Staff development 
        Procurement of staff  
        Job performance reward 
         1. Staff Maintenance: This concern making the work environment conducive for workers, pertinent practices 
         include;  promotion  and  transfer,  motivation,  staff  safety,  security  and  health  services.  It  is  pertinent  that 
         educational establishments have sound policies in respect of staff transfer and promotion to ensure that justice 
         and fairness prevail in dealing with staff 
         2.  Staff  Relations:  There  must  be  a  good  communication  network  in  the  school  to  enable  workers  to  be 
         constantly informed of the progress being made in the school. Workers should be encouraged to participate in 
         planning and decision making in the school. Workers should be encourage by recognizing the staff as human 
         beings with feelings, interest, needs and emotions and treating them as such with fairness and respect. 
         3. Staff Development: This is the process of appraising staff performances and identifying their key skills and 
         competence  that  need  development  or  training  to  improve  their  skills  for  better  performance.  It  involves 
         providing  development  program  and  training  courses  that  are  suitable  for  the  programs.  The  success  of 
         educational organization hinges on the strength and quality of the staff members 
         4. Procurement of Staff: Human resource management functions start with the process of recruitment and 
         selection by which educational institutions get the best personnel to interpret and implement the curriculum 
         programs. Staffing of schools is a job performed by the ministry of education through its agencies in the federal 
         and state  government. Procurement of staff in education deals with obtaining people with appropriate and 
         necessary skills, abilities, knowledge and experience to fill the vacant teaching posts in schools. 
         5. Job Performance Rewards: This involves the design and administration of rewards for jobs performed. It is 
         very important that management, ministry of education and its agencies take the issue of reward system very 
         seriously. Staff performance would increase substantially if they are adequately compensated according to the 
         quality and quantity of work done. 
          
          
          
          
         Volume 5, Issue 11, November/2018                                                                       Page No:2144
      JASC: Journal of Applied Science and Computations                   ISSN NO: 1076-5131
       
       
      Challenges  of  human  resource:  Management  that  has  direct  effect  on  the  achievement  of  our 
      predetermined educational objectives include; 
      i. High rate of students and staff indiscipline  
      ii. Funding issues 
       iii. Poor recruitment process  
      iv. Little or no induction of human resources  
      v. Poor supervision/appraisal of staff  
      vi. Poor personnel commitment to work and  
      vii. Incessant transfer of teachers 
      Practices of Human Resource Management in Higher Education: 
            Before In terms of functionality, human resources management comprises a wide range of practices 
      including  “hard”  aspects  such  as  recruitment  and  retention,  and  “soft”  aspects  such  as  work  life  balance, 
      motivation, and career development. Organization experts and researchers have investigated the roles and sets 
      of practices that human resources department should undertake in higher education institutions. In this regard, 
      The College and University Professional Association for Human Resources (CUPA-HR) have presented some 
      guidelines for human resource practices in higher education including major functions that human resources 
      department should consider in higher education institutions. 
      Those functions include: 
      1  .Employee  Relations  –  Labour  Issues:  Includes  handling  legal  concerns  of  employees  ‘contracts  and 
      negotiations, along with the establishing negotiation team and strategies (Jones & Walters, 1994). 
      2.  Recruitment/Selection/Termination:  Includes  procedures  for  acquiring,  interviewing,  and  recruiting  of 
      quality employees, in addition to assuring minority recruiting. Moreover procedures and policies for terminating 
      the dismissal of employees. 
      3. Wage and Salary Administration: Includes developing and adopting criteria for regulating compensation in 
      a reasonable equitable manner. 
      4.  Training  and  Development:  Includes  providing  training  and  development  programs  that  meet  the 
      employees’ needs. 
      5. Employee Benefits: Takes into account the benefits associated with health, dental, prescription medications, 
      workers compensation, and other benefits related to the wellbeing of employees. 
      Indicators of effective teaching: 
      1. Planning: Planning is a Process of identifying and defining goals and providing the means and measures that 
      Makes it possible to realize the objectives .Role of planning in effective 
      teaching are :  
      a) Efficient use of class time to teach;  
      b) Arranging meetings have been set according to the outline of all the chapters focus on challenging topics; 
      c) Do not waste time teaching basic and important book. 
       
       
       
       
       
       
      Volume 5, Issue 11, November/2018                                         Page No:2145
      JASC: Journal of Applied Science and Computations                   ISSN NO: 1076-5131
       
       
      2. Teaching Methods: Teaching Methods is a teacher practice in the classroom and creates opportunities for 
      learning. However, due to the variety of teaching methods, experienced teacher can creates effectiveness of 
      learning and transfer of learning using a combination of teaching methods and instead of a mere transmission of 
      content .Provide learning conditions and instead of focusing on the teacher-centered instruction emphasize to 
      learner-centered education and cognitive processes. Thus the educational condition is proportional with semi-
      person structure of students. 
      3. Expression Technique: Use simple, direct and organized behaviors that most clearly attributed to teachers. 
      Teaching in Higher Education includes: a) Skill in using a Variety of teaching methods; b) Student-teacher 
      relationships; c) Evaluating; d) Feedback and using designed lesson; e) Class Management; f) Organization, 
      logical connection of subjects; 
      g) Having high expectations of learners; h) Planning 
      Literature Review 
      A number of theories have  claimed  that  human  resources  of  a  firm  are  potentially  a  powerful  source  of 
      sustainable competitive advantage for organizations. They have tried to demonstrate that a positive relationship 
      exists between HRM and the firm’s performance. HRM practices are creating positive results on organizational 
      performance. 
       
      1. The Harvard Model (Beer et al. 1984) 
            Beer et al. devised the famous Harvard Map (sometimes referred to as the Harvard Model) of HRM. The 
      Harvard  Model  is  based  on  an  analytical  research  and  provides  a  broad  causal  representation  of  the 
      'determinants and consequences of HRM policies’. 
       
      2. Delaney and Huselid (1996) 
            Huselid established that the employees’ effectiveness largely depended on the impact the HRM practices 
      had on employees’ behavior. Huselid (1995) evaluated that HRM practices are statistically significant and have 
      a positive effect on corporate financial performance of the 
      organization. Huselid (1995) stressed that by adopting best practices in selection, inflow of best 
      quality of skill set will be inducted adding value to skills inventory of the organization. He also 
      stressed on the importance which training has as a complement of selection practices by which the 
      organizational culture and employee behavior can be aligned to produce positive results. 
      3. Lee and Lee (2007) 
            More recent empirical study on HRM practices (Lee & Lee, 2007) uncovered six underlying HRM 
      practices on business performance, namely teamwork, training and development, HR planning, compensation/ 
      incentives, performance appraisal, and employee security help improve firms’ business performance in terms of 
      product quality, employees’ productivity and firms’ flexibility. 
      4. Qureshi et al. (2010) 
            Qureshi et al., pointed out that the study of HRM (Human Resource Management) practices has been a 
      critical and significant area in management and organizational performance from last several years. Qureshi et 
      al.,  identified  how  the  practices  of  HRM  (employee  participation,  training,  career  planning  system,  job 
      description, compensation system, selection system, and performance appraisal system) impact the financial 
      performance of organizations.  
             
             
      Volume 5, Issue 11, November/2018                                         Page No:2146