SHR015-2: HRM Innovative Practice & Training for Lunchtime Supervisors

This presentation examines the training and learning challenges faced by school lunchtime supervisors, particularly in the context of Hull City Council's free school dinner program. It identifies HRM issues such as difficulties in recruiting skilled supervisors, undervaluation of the role, lack of integration within the school team, and inadequate training due to staff involvement in other part-time jobs. The presentation suggests using technologies like specialized software, video conferencing, online interviews, and database software to assist in supervisor learning and recruitment. It also proposes an objective, fact, and problem-finding performance management model. The presentation concludes that training and learning programs are crucial for individual development and highlights the HRM challenges in retaining supervisors, especially during the COVID-19 pandemic.

Training and Learning Problems
School Lunchtime Supervisors

TABLE OF CONTENT
 INTRODUCTION
 Describing HRM issues in case study.
 Suggesting various technologies to assist the learning of supervisors.
 Explaining appropriate performance management model
 CONCLUSION
 REFERENCES

Introduction
 Learning is continuous process and through training various goals might be achieved in well-defined manner.
 Further, the present presentation will identify various issues that are faced in schools by HRD department
regarding lunch supervisors that are hired for learning and growth of the students.

Describing HRM issues in case study.
 There are certain difficulties that are faced by Hull city council in recruiting all lunchtime supervisors with right amount
of skills
 Another issue analyzed by HRM is that role of lunch supervisors are being undervalued by all teachers and employees by
themselves and hence they are not given major importance
 Moreover, another HRM issue identified through this case study is that there is lack of integration between supervisors
while working in wider school team so that there roles and perceptions might be highlighted in most efficient manner

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 HRM also identified that existing staff of was involved in other part-time jobs to earn the living and thus sometimes there were situations in
which lunch supervisors where not given adequate training
 HRM had also analyzed that all lunch supervisors that had been appointed for welfare of students in the school have left there jobs without
having any right kind of qualifications and learning and thus it had created negative impact on development of their own personal growth.

Suggesting various technologies to assist learning of
supervisors
 It is to be suggested to HRM department to develop innovative software especially for lunch supervisors so that they
would be able to access all the data or materials relevant to students training so that learning might be established on
continuous manner
 Also, it is to be recommended to HRM department that it should conduct video conferencing for the all lunch
supervisors once in week while Working from remote area so that all the queries or problems faced by them might be
solved easily

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 Moreover, it is to be recommended that HRM department need to conduct online interviews of lunch supervisors through
developing online website of the school so that all required applicants, criteria required, method of application might be
mentioned clearly on it so that hiring process becomes faster especially during the times of Covid
 Furthermore, it is suggested that HRM department should develop database software within the schools that would keep
the track of lunch supervisors that were hired and left during specified time period.

Appropriate performance management model
 Objective finding: This is the first stage in the model that
would specify goal of the problem solving process or what are
the end results that management wish to achieve while
following this model.
 Fact finding: It is the stage that helps in collecting the relevant
data from different sources so that problem might be fully
understood in correct manner
 Problem finding : This is third stage in this model that helps in
analyzing the root cause of the problem so that deeper insights
might be collected about the problem

Conclusion
 From the above presentation it can be concluded that training and learning programs are very useful in
developing any individual to achieve certain predefined goals.
 Further, the presentation had identified various HRM issues faced by schools in retaining best lunch
supervisors especially in times of Covid -19 where schools are run through offline medium

REFERENCES
 Afriansyah, E. A. and et.al., 2020. Edmodo E-learning Media Training for Learning Optimization. Journal Pekemas.
3(2). pp.33-39.
 Chen, J. and et.al., 2020. A closer look at the training strategy for modern meta-learning. Advances in Neural
Information Processing Systems. 33. pp.396-406.
 Fuentes-Abeledo, E. J. and et.al., 2020. Teacher training and learning to teach: an analysis of tasks in the Practicum.
European Journal of Teacher Education. 43(3). pp.333-351.