Gateways to the Principalship: State Power to Improve the Quality of School Leaders

Examines weaknesses in state policies with respect to principal preparation program approval and licensure requirements and highlights leading states and lagging states in efforts to raise preparation and certification standards. Makes recommendations

Linking educational leadership styles to the HR architecture for new teachers in primary education

This study aims to gain insight in the relationship between principals’ leadership styles and the configuration of different HR practices for new teachers in primary education. Besides the longstanding interest in educational leadership as a key element in teacher and student performance, there is a growing interest in strategic human resource management (SHRM) in the educational sector. However, few educational studies link educational leadership to SHRM. In particular, this study examines the relationship between principals’ instructional and transformational leadership style and principals’ strategic and HR orientation in configuring HR practices for new teachers. Data were gathered using a mixed methods approach, including interviews with 75 principals as well as an online survey of 1058 teachers in Flemish primary education. Qualitative interview data were transformed and analysed together with the quantitative survey data using logistic regression and ANOVA analyses. The results indicate that both instructional and transformational leadership is associated with the strategic orientation of principals. The HR orientation, on the other hand, is not reflected in the principals’ leadership style. Recommendations for further research in this area are discussed

Which Associate Degree Programs Should NTID’s Department of Engineering Studies Offer? A Decision-Analysis Dissertation

This decision-making analysis was completed to assist leaders in the Department of Engineering Studies of the National Technical Institute for the Deaf in determining a program offering. The analysis utilized a mixed scanning framework and mixed methods to determine DES and NTID program offerings for the Associate of Occupational Studies (AOS) degree that trains students for employment as technicians. The impact of five alternatives on 10 objectives was predicted based on data from a faculty focus group, individual interviews, surveys, and literature analysis. The five alternatives were to maintain the status quo, add a new AOS program (i.e., Biomedical Equipment Repair Technician (BERT) or Renewable Energy/Sustainability Technician (RE/ST)), or eliminate an existing program (Computer Aided Drafting Technology) and add a new program (BERT or RE/ST). The potential influence of the alternatives on each objective was predicted based on the data, and a marginal cost analysis was utilized for each evaluated alternative. Alterative one did not have a cost increase; the total five-year net revenue for the remaining alternatives were ($951,407.42) for alternative two,$397,617.38 for alternative three, ($2,702,449.97) for alternative four, and ($1,448,619.32) for alternative five. The recommended alternative was derived through comparing alternatives and their merits through two tradeoff procedures. The first procedure was to find and eliminate alternatives through dominance. The second was to use an even swap method to remove objectives. Combining both strategies and repeating the procedure until the last remaining alternative remained resulted in the final recommendation, which is alternative 2, add the BERT program

Wisdom at Work: Retaining Experienced RNs and Their Knowledge: Case Studies of Top Performing Organizations

Presents seven case studies of top organizations in the healthcare sector and beyond and their proven and innovative strategies for retaining experienced workers. Identifies elements of success, best practices, and lessons for the nursing field overall

Sustainable HRM: A How-to-Guide

There is a disconnect between the fields of human resources management (HRM) and sustainability. Historically, human resource managers focused strictly on maximizing the efficiency of people operations. Today, there is an opportunity—and a need—to leverage people strategy professionals to embed sustainability within their organizations while collaborating with diverse stakeholders beyond their organizations to advance both social and environmental sustainability. For this research, twenty-five people strategy professionals and eighteen sustainability professions were interviewed using a semistructured interview format of five key questions. Several themes emerged from these interviews which have been organized into a “Sustainable HRM How-to-Guide” for people strategy professionals who want to lead their organizations towards triple-bottom-line sustainability.Master of ScienceSchool for Environment and SustainabilityUniversity of Michiganhttp://deepblue.lib.umich.edu/bitstream/2027.42/163336/1/Owen_Christopher_Practicum.pd

Globalisation of HR at Function Level: Exploring the Issues Through International Recruitment, Selection and Assessment Processes

Much of the debate around convergence-divergence is based around comparative analysis of HR systems. However, we need now to combine these insights with work in the field of IHRM on firm-level motivations to optimise, standardise and export HR models abroad. A series of the changes are being wrought on a range of IHRM functions – recruitment, global staffing, management development and careers, and rewards - by the process of globalisation highlighting the difference between globally standardised, optimised or localised HR processes. This paper reports on a study of firm-level developments in international recruitment, selection and assessment, drawing upon an analysis of four case studies each conducted in a different context. Organisations are building IHRM functions that are shifting from the management of expatriation towards supplementary services to the business aimed at facilitating the globalisation process, and this involves capitalising upon the fragmentation of international employees. As HR realigns itself in response to this process of within-function globalisation (building new alliances with other functions such as marketing and IS) the new activity streams that are being developed and the new roles and skills of the HR function carry important implications for the study of convergence and divergence of IHRM practice. Globalisation at firm level revolves around complexity, and this is evidenced in two ways: first, the range of theory that we have to draw upon, and the competing issues that surface depending on the level of analysis that is adopted; and second, the different picture that might emerge depending upon the level of analysis that is adopted. This paper shows that although the field of IHRM has traditionally drawn upon core theories such as the resource-based view of the firm, relational and social capital, and institutional theory, once the full range of resourcing options now open to IHRM functions are considered, it is evident that we need to incorporate both more micro theory, as well as insights from contingent fields in order to explain some of the new practices that are emerging

Examining the Perceived Implications of Eliminating the STEM Career Cluster in Kansas

Career and technical education (CTE) has been an effort in the United States to help bring quality career preparation programs to secondary schools nationwide, with many career clusters allowing schools to teach various courses. For example, the science, technology, engineering, and mathematics (STEM) career cluster provides interdisciplinary approaches and hands-on activities to help students succeed in postsecondary ventures. One of the integral subjects in STEM education is technology and engineering education (T&EE), which has been synonymous with STEM education for decades. T&EE is a discipline which has been around for over a century, nevertheless it may be confused with CTE. Understanding how these programs have cohesively existed, may allow for better collaboration in the profession. In 2017, the Kansas Department of Education removed the STEM career cluster, although the STEM career cluster is utilized in 37 other state frameworks. In this case study, the implications of removing the STEM career cluster will be examined from the perspective of Kansas teachers, CTE directors, and institutional leaders, specifically investigating the administrative, financial, professional, enrollment, and satisfaction implications. Considering recent trends in T&EE, this study will present contemporary considerations for states, programs, and teachers facing similar concerns

Algorithmic Personnel Management: A Personnel Slack View

This study delves into the potential influence of Algorithmic Personnel Management (APM)-based systems on optimizing personnel management (PM) processes and their subsequent impact on personnel slack. Employing a multi-case study analysis, we probe the capabilities afforded by APM-based systems, with a keen focus on their potential effects on PM processes, personnel slack, and organizational outcomes. Our exploration intimates the possibility of APM-based systems augmenting talent acquisition, talent management, and performance management processes, aligning employee competencies with organizational opportunities, and fostering adaptability amidst tumultuous business landscapes. Furthermore, the study conjectures the metamorphosis of conventional personnel managerial roles within the APM-based systems context, accentuating the necessity for personnel managers to acclimate to strategic and analytical duties. This research endeavors to enrich the academic discourse on algorithmic personnel management, workforce optimization, and organizational outcomes, proffering pragmatic implications for organizations contemplating APM-based systems implementation and shedding light on prospective trajectories for future inquiries