Human Resource Management in Education: A Literature Review

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HUMAN RESOURCE
MANAGEMENT IN
EDUCATION SECTOR
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ARTICLE 1- EVOLUTION OF HUMAN RESOURCE MANAGEMENT
REFERENCE – Sarr, B., Fernandes, M., Banham, L., Bundy, D., Gillespie, A., McMahon, B., &
Drake, L. (2017). The evolution of school health and nutrition in the education sector 2000–
2015 in sub-Saharan Africa. Frontiers in public health, 4, 271.
DOI- 10.3389/fpubh.2016.00271.
OBJECTIVES AND RESEARCH QUESTIONS -
The objective of this to determine the evolution of human resource management in the
education sector and how they integrate each other in sub-Saharan Africa between 2000
and 2015
Research questions-
RQ1- What is the role of HR in the education sector?
RQ 2- What is the benefit of quality education in the Human resource management of
teachers in the education industry?
RQ 3- How does human resource management evolve in the education and teaching
industry worldwide?
METHOD-
Here both qualitative and quantitative data collection is being used for collective the data.
The data is collected through the primary approach of data collection and surveying with a
questionnaire the data is collected from the respondents. Here the sources include the data
from SHN programs, and in this, the survey was conducted from 25 sub countries in the Sub
Saharan African continent. The second source was the actual survey from 16 countries from
SABER school health.
FINDINGS AND DISCUSSION–
Findings of the above article include that the HRM plays a very important role in sustaining
the education system and education personnel at the government and private sector
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educational institutions. The HRM policies are the pillars that define the area scope for
retaining the best teachers and lecturers in the organization. the study through surveying
the countries in sub-Saharan Africa shows that the education institutions invest more on the
infrastructure of the educational institute rather than focusing on the quality human
resource personnel at the educational institute. As the educational institutions felt the need
for human resource management in education industry due to the higher labour turnover of
the staff there was a need to formulate and implement the HR policies. The national laws
for the human resource management and the national policies like labour protection, leave
and wage payment system policies is the important pillar in building up the evolution of the
human resource management system in the education institutes. The HRM management
not only saves time and provides proper management techniques to the educational
institutions but also reduces the overall cost.
CONCLUSION –
After the implementation of the HRM practices at the educational institutions, there is a
growth seen in the performances of the teachers as well as the students in sub-Saharan
Africa. There is a lot of time saved through the implementation of HRM in the education
sector.
HOW THIS ARTICLE CONTRIBUTE TO ESSAY -
This article has a greater relevance with the topic of the evolution of Human Resource
Management system in the education sector as there was a need for managing the human
resources to retain them, improve their working efficiency through various tactics and
strategies and also to make them more professional.
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ARTICLE-2 CONTEXT OF HUMAN RESOURCE MANAGEMENT
REFERENCE – Davidson, P., Tsakissiris, J., & Guo, Y. (2017). A systems model comparing
Australian and Chinese HRM education. Journal of Learning Design, 10(1), 31-40. DOI-
10.5204/jld.v9i3.263
OBJECTIVES AND RESEARCH QUESTIONS -
This research is based on identifying the learning design in HRM education in the 21 st
century.
Research questions-
RQ 1-What are the implications of Human resource management education in the globalized
world?
RQ 2- what are the competencies that an HR professional need to have to implement the HR
policies?
RQ 3- how the implications can be resolved in the Humana resource management system in
education?
METHOD -
Here the qualitative method of data collection where the data is collected from different
secondary sources. The data is collected from interviewing the respondents of both
Australian and Chinese teachers. The sample was chosen easily as half of the Australian
teachers were the respondents and the Chinese teachers were randomly chosen for giving
the responses of an open-ended interview.
FINDINGS AND DISCUSSION–
There some implications in implementing the HR policies in Human resource management
education, these implications are becoming problems for the teachers and trainers to
practically adopt the policies of human resource. These implications involve community-
based differences in the professional and education system.
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It is found that when there is an absence of national professional association the
government guidance committee takes the role for providing training to the teachers for
providing further education and thus the overall standards for HR policies are learned by the
teachers.
After comparing the Australian and Chinese system of HRM education the findings are
indicating that there are similarities in the Chinese system of educating the teachers and the
Australian system of educating the lecturers. The similarities include both are giving the
knowledge of operational management, human resources management, labour
management, strategic a research management but the difference in the Australian system
is that there is lacking Chinese management theories. The HR graduates are prepared by
giving up the input from the academic resources, professional associations, regulators and
the industry. Then in the transformational process, the training is being given by conducting
workplace learning practices, assessment and reporting systems. Through this workplace,
pedagogies will help the teachers in preparing the students for the international workplace
level. Through this HRM education, there will be better placements in HRM and internships.
The comparison between the Australian and Chinese HR programs indicates that the one-
third of Australian teachers require specialization course of education where the Chinese
are more into specialization courses in education.
CONCLUSION -
The above article can be concluded through stating that the focus should be broadening
academically yet the focus should not deviate from the industry of Human resource
management education.
HOW THIS ARTICLE CONTRIBUTE TO ESSAY -
This article helped in identifying the focus of human resource education industry. The
implications which are being faced by the hu8man resource management system in
implementing the policies of Human resource are discussed and thus the scope of HRM
policies is also discussed which is related to the context of human resource management.
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ARTICLE-3 INDUSTRIAL RELATIONS
REFERENCE – Komljenovic, J. (2019). Making higher education markets: trust-building
strategies of private companies to enter the public sector. Higher Education, 78(1), 51-66.
DOI- https://doi.org/10.1007/s10734-018-0330-6
OBJECTIVES NAD RESEARCH QUESTIONS-
The objective of this research is to study the higher education markets and the trust-
building strategies that private sector institutions use to penetrate the public sector
educational institutions.
Research questions-
RQ 1- What are the strategies that private universities use to penetrate in the public sector?
RQ 2- How the universities and educational institutions are increasing their students or the
customer base?
RQ3- How these universities gain trust from the prospect students?
METHOD -
The research method chosen here is the qualitative approach or collecting data, the
secondary research is used here in this research which is based on a case study and the
empirical case study is being used. In this research, there is includes the involvement of the
government, industry and university relations. In this research 22 interviews were
conducted which were open-ended but structured from the respondents of eight countries.
FINDINGS AND DISCUSSION–
The finding includes that the universities are now focusing more on their quality of service
providing as they don’t want to be stated as the profit-making universities that are built to
collect money from the students. These private universities are stating that they don't have
their main motivation to earn more and more profit but to increase their education base
and research for better results in the future.
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There is an improvement in academic values and the private universities are providing their
services to the public sector universities, both have learned how to collaborate their work
ethics, strategies and approaches to commence the business. The universities are spending
a huge amount on building and strengthening their relationships with the other universities
not only this they are using a different variety of strategies and activities to maintain and
retain the relationships. Through this relation-building, the economic growth and economic
contribution are being impacted in a very positive sense. The main strategies that are used
for sustaining relationships are the integration and coordination with each other,
establishing relations using emotional and behavioural connections through word of mouth.
The strategies to build trust have created a huge contribution in increasing the market base
or the market share of the university in the worldwide context. Now in the new era, the
educational institutions have been into introducing new courses that are more relevant in
the current technology-based globalized environment thus there is an enhancement of the
standards of providing education and services from the universities to the students.
CONCLUSION –
The above research can be concluded that there is a greater significance of relationship-
building in this industry and also in other business industry. The relation building is not just
limited to the private sector but also expanded to the public sector.
HOW THIS ARTICLE CONTRIBUTE TO ESSAY -
The above article is related to the topic of industrial relation building, as this article includes
the need for relationship building in the educational sector , what are the strategies used for
building the relations is directly affecting the profitability and human resource management
in the education sector as this relation-building puts extra work on the teachers but the
result is very positive and thus the customer base of the universities is also increased.
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ARTICLE- 4 HR PLANNING
REFERENCE – Runhaar, P., & Runhaar, H. (2012). HR policies and practices in vocational
education and training institutions: understanding the implementation gap through the lens
of discourses. Human Resource Development International, 15(5), 609-625. DOI-
https://www.tandfonline.com/doi/citedby/10.1080/13678868.2012.710108?
scroll=top&needAccess=true
OBJECTIVES and RESEARCH QUESTIONS -
The objective of this report is to understand the understanding of the implementation gap
through the lens of discourses in HR policies and practices in vocational education and
training institutions.
Research questions-
RQ 1- what are the discourses that underline the strategic HR policy on the education
culture and sciences ECS?
RQ 2- what are the specific discourse about the strategic HR policies that can be discerned
at the school level?
RQ 3- Is the identified discourses are different? If so then what is the degree of
differentiation and up to what extent the difference exist and with what expect?
RQ 4- how these differences in the discourse on HR help in understanding the stagnation in
implementation of HR policies?
METHOD -
The data was collected by conducting a qualitative data collection method. This research
was conducted by interviewing the VET institutes that are providing the training and
education to the people who will become tutors or lecturers.
FINDINGS AND DISCUSSION–
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The institutions of vocation education and training are facing severe problems since there
are everyday innovations in the education system and there is predictability of the shortage
for teachers and tutors shortly which are contributing to invest more in the personnel. The
challenges and the problems are being overcome by the proper implementation of Humana
resource policy. The implementation of proper discourse perspective can lead to the
solution of the challenges and the problems faced by the VET institutions and the gap in
implementing the policies of Human resource can also be overcome through these
challenges. The differences between the controls vs. commitment approach for the human
resource can help in analyzing the goal, objectives, necessities and the features of HR policy
be achieved by the teachers at state and school level. The institutions who educate the
teachers are the only institutions that can implement human resource planning and policies
for the tutors. There are some findings of the contradictions that how the human resource
will be formulated and implemented.
CONCLUSION -
From the research, it can be concluded that there is a gap in HR policy and VET institutions.
The HR policies will help in motivating the government to properly apply and implement the
management principle for better results to the education. To make performances of
teachers and managers more effective in educating students it is needed to implement
control-oriented and commitment strategies of Human resource.
HOW THIS ARTICLE CONTRIBUTE TO ESSAY -
This article is focused on training the teachers and tutors and how the HR policies help in
filling up the gap of innovation and challenges faced by VET institutions which are directly
related with the educational Human resource management. the HR policies have a
significant role in planning for the proper monitoring and controlling of the employees or
the teachers. The future insufficiency of the supply as compared to the demanded quantity
of teachers is to be fulfilled by proper discourses perspective at each organization.
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ARTICLE -5 WORK DESIGN CHALLENGES IN GLOBAL ENVIRONMENT
REFERENCE – Saddozai, S. K., Hui, P., Akram, U., Khan, M. S., & Memon, S. (2017).
Investigation of talent, talent management, its policies and its impact on the working
environment. Chinese Management Studies, 11(3), 538-554.DOI-
https://doi.org/10.1108/CMS-10-2016-0206
OBJECTIVES AND RESEARCH QUESTIONS -
The objective here is to identify the features of talent and talent management in human
resource management.
Research questions-
RQ1- how the talent is being understood by the HR managers? What are the kinds of talent
management practices and policies that the HR managers follow in the organization?
RQ2- how is the talent management understood by the employees? And according to
employees which practices and policies should be used to improve Talent Management?
RQ3- How does the research findings help in understanding talent management in
educational institutions? How the government-owned educational institutions use these
findings to create an approach for talent management?
METHOD -
This research was focused on collecting qualitative data through the unstructured
interviews in the form of open-ended questions. The sample for conducting interviews was
inclusive of the deans, HODs the policymakers and then the lecturer’s teachers or the
employees who possess the talent were interviewed.
FINDINGS AND DISCUSSION–
The research findings state that talent and talent management are significant for managing
human resource in the educational sector. The HRM practices and their impact is of high
importance on the talent because the HRM defines the ways to improve the talent of
employees in the academic sector. Through HRM the organization gathers the information
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of tactics that it should use to manage and retain the talent of the employees in the
organization, also the working conditions within the organization can be improved to a
positive note through the HRM. In the educational industry there are two types of talent,
first is the talent that is developed through planning for future efficiency and performance
improvement and the second is a talent which is readymade or inbuilt in the employee
based on which the individual is hired and recruited for the organization. The research
includes the opinion of employees and their desires, what are the problems they face in
working for their organization, the perspective of HOD’s and the difficulties they face in
formulating and implementing the human resource policies formulating and maintaining the
proper working culture in the organization is identified.
CONCLUSION - From the research, it can be concluded that the best-talented employees in
the educational industry have to use the talent management tool to determine, manage and
sustain the key employees whose talent have been identified. The talented employees can
be retained by motivating them through providing a bonus, rewards for their better
performance. This also attracts the employees for working in the university or the
organization.
HOW THIS ARTICLE CONTRIBUTE TO ESSAY -
The above article helps understand the challenges that the educational organization faces
especially with human resource management and how these challenges can be solved. The
article helped in identifying the needs and perspective of both the policymaker and the
policy adapter. The human resource includes talented people who are to be retained by the
organization so how these can be sustained and maintained is described in this article.
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