2 HUMAN RESOURCE MANAGEMENT Table of Contents Recruitment of New Staff Members..........................................................................................3 Effective Recruitment Process...............................................................................................3 Induction processes and procedures.......................................................................................3 Ongoing Support to new staff................................................................................................4 Training for new staff.............................................................................................................4 Professional Learning Strategies............................................................................................5 Requirements for Confidentiality...........................................................................................5 Identification of the areas to improve....................................................................................6 References..................................................................................................................................7
3 HUMAN RESOURCE MANAGEMENT Recruitment of New Staff Members Effective Recruitment Process The presence of an effective recruitment process for a replacement role in the child care institute is highly important. The recruitment is necessary for the replacement role of the educator who will be going to take a maternity leave. The effective process of recruitment is important for the organization as because it is important for the business levels of the organization to ensure the success of the business in the most proper manner (Jeon et al. 2019). The childcare service must be committed to the development of the business success and ensure the recruitment and selection policy in an opportunity legislation. The legislation must be effected during the recruitment process. Some of the critical steps in the recruitment process are as follows; a.Before the start of the recruitment process b.Preparation of the job role c.Finding the best candidates d.Management of the application process e.Selection of the best candidate f.Making the appointment g.Induction process Induction processes and procedures The induction processes and procedures for the recruitment of the staffs in Child Care are as follows; a.Recruitment of the staff with the most appropriate skills. The skills may include both technical as well as different personal skills (Yilmaz 2016). These skills will be
4 HUMAN RESOURCE MANAGEMENT required for the effective development of the child care facilities and the study practices b.The process of induction must ensure that the management appoint staffs who apart from the degrees and theoretical achievements are equally capable of caring for the childrenandalsoarecapableoftakingadditionalresponsibilities(Papadakis Kalogiannakis and Zaranis 2016). The presence of additional responsibilities can help the organization to gain success for the child care facility c.A safer and guideline based recruitment process is highly efficient for securing the safety of the children from different untoward incidents d.The person must have the inner capability in himself to develop and enhance the reputation of the nursery in the most proper and effective manner Ongoing Support to new staff The new staff must be supported whole heartedly and the company must implement new and better steps that can help the newly recruited child care educator to settle down in his job role. Some of the major steps that can be undertaken by the management of the child care institute are as follows; a.Conduction of a 4 week review b.Creation of a new buddy system c.Supervising the entire process d.Providing appraisals and rewards Training for new staff Being the child care educator, the new employee must be responsible for the safety and security of the children under his supervision. A training can be arranged by the authority of the child care institute to ensure the success of the job role. Training must include;
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5 HUMAN RESOURCE MANAGEMENT a.Train the employee on the basis of the official guidelines of the child care institute b.Train the employees according to national safety guidelines c.Creation of a new action plan for the new training Professional Learning Strategies An effective teacher of the child care provider must choose a strategy that can be adapted to the organization in the most effective manner. The steps of the professional strategy to be followed by the new educator includes; a.Acknowledgement b.Encouragement to the children c.Provide proper and efficient feedback to the people d.Creation and addition of different challenges Requirements for Confidentiality Some of the main requirements for confidentiality are as follows; a.Checking the guidelines of the nation on privacy and childcare settings. The newly recruited person must have the idea to address all the laws b.The creation of a new privacy policy can help or the appointed educator can even follow the privacy guidelines of the previous educator (Kagan Kauerz and Tarrant 2016).Theeducatormustmaintainseparatehardandsoftfilesregardingthe databases of the children and can use them only in need. The databases must not be shared without prior consent of the top authority c.Meeting with all the other staff members and the explanation of the privacy policy is also important (Palaiologou 2016). The following of a similar privacy policy by all the staff members can help to ensure a smooth operational flow of the business.
6 HUMAN RESOURCE MANAGEMENT Identification of the areas to improve The major areas for improvement will include the likes of; a.The management must monitor the performance of the newly recruited employee b.The feedback of the children can be necessary to regulate the actions of the educator c.A monthly meeting can be equally necessary
7 HUMAN RESOURCE MANAGEMENT References Jeon, H.J., Kwon, K.A., Walsh, B., Burnham, M.M. and Choi, Y.J., 2019. Relations of early childhood education teachers’ depressive symptoms, job-related stress, and professional motivationtobeliefsaboutchildrenandteachingpractices.Earlyeducationand development,30(1), pp.131-144. Kagan, S.L., Kauerz, K. and Tarrant, K.C., 2016. The Early Care and Education Teaching Workforce at the Fulcrum: An Agenda for Reform (2016). Early Childhood Education Series.Teachers College Press. Palaiologou, I., 2016. Teachers’ dispositions towards the role of digital devices in play-based pedagogy in early childhood education.Early Years,36(3), pp.305-321. Papadakis, S., Kalogiannakis, M. and Zaranis, N., 2016. Comparing tablets and PCs in teaching mathematics: An attempt to improve mathematics competence in early childhood education.Preschool and Primary Education,4(2), pp.241-253. Pramling, N., Doverborg, E. and Samuelsson, I.P., 2017. Re-metaphorizing teaching and learninginearlychildhoodeducationbeyondtheinstruction–Socialfosteringdivide. InNordic social pedagogical approach to early years(pp. 205-218). Springer, Cham. Yilmaz, R.M., 2016. Educational magic toys developed with augmented reality technology for early childhood education.Computers in human behavior,54, pp.240-248.