In this post we will be looking at the meaning of human resources (HR) software for schools, functions of human resources (hr) in schools, challenges and benefits of human resources (hr) software in education.
INTRODUCTION
Staff management is also equally important for institutions these days as it consumes school management’s time and so one cannot focus on his core tasks of academics. With HR management Module in School Software Pro all the information of school faculty & staffs will be organized along with their details. This module will assist in maintaining proper records and integrate everything starting from details, attendance, pay slip, salary register, allowance components, contracts, academic Calendar, holidays for staff, Leave management, daily attendance (manual/biometric machine/walkthrough), punch in out report, compliance reports etc.
WHAT IS HUMAN RESOURCES (HR) SOFTWARE FOR SCHOOLS?
The human resource management system in school helps schools to manage and train the teachers and other non-teaching staff to perform their duties well. It also helps in managing their other aspects of work, ,Human Resource software for schools is about monitoring duties and maintaining database of all Employees e.g., Teachers, Academic and non-Academic staff by inculcating regulatory policies and making use of the right technology. The HR Management system can be effectively managed using School Software Pro ERP software. Human resources software assists with managing people, information and processes. Used by Schools, Institutions, businesses of all sizes, HR software is designed to help both managers, employees, school owners, teachers, etc., work more efficiently while reducing errors, ensuring compliance and increasing productivity.
FUNCTIONS OF HUMAN RESOURCES (HR) IN SCHOOLS.
HR must ensure that the school hires the best possible teachers and staff members for each position and the HR is also responsible for ensuring that the school’s staffing needs are met each day. The function of human resource management in education includes:
- 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. As work to be performed in the school is important, the mood of the man to perform the job is equally important. For maximum and productive goal attainment, the school head must ensure the comfort and happiness of the workers. That can be done through prompt payment of salary, and ensuring a safe and healthy working environment.
- 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 encourage by recognizing the staff as human beings with feelings, interest, needs and emotions and treating them as such with fairness and respect.
- 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 programme and training courses that are suitable for the programme. The success of educational organization hinges on the strength and quality of the staff members. There is need to change through training and to improve and grow in competence. This can be done through in-service training, conference, workshop and seminars.
- Procurement Of Staff and Job Performance Reward: 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 programmes. 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.
- 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.
CHALLENGES OF HUMAN RESOURCE IN EDUCATION.
Human resource management has become notably complex in the sense that as human beings, they are not reliable for doing one thing over and over in exactly the same way. They can be expensive depending on their cadres, qualification and skills. Their productivity is highly dependent on the person’s ability to instruct. The same content cannot be delivered every time. A number of factors have contributed in this complexity. They Include the Following:
Poor Working Condition: It is not out of way if staff expects to be paid finance rewards commensurate with the services performed. The ideal thing is to have a systematic producer for establishing a sound reward system and structure. A good remuneration tends to reduce inequalities between staff earnings, raise their individual morale, motivate them to work for pay increase and promotions, reduces inter group friction and employee grievances. Teachers’ salaries are not paid alongside with other civil servants and in some cases, teachers are owned many months of salary areas.
Problems of Staffing: The problem of staffing is enormous. There are problem on the quality and quantity of staff recruited for the education of our citizens. The reason is from poor staff recruitment and selection process. Politicians and God fatherism has taken the upper hand. Some staff rarely stay in the remote areas where the management wants their services. They use to stay in the urban areas for self-convenience.
Current Call for the Use of ICT in Education: As the 21st century world is undergoing rapid changes, there is urgency for few educational needs such as the call for use of ICT in education. Current call for ICT usage in education is worthy but, its implementation in the nation is in the toddling stage and ICT penetration and usage remains very low and so there is need to train many teachers at all levels in ICT to equip them for reengineering the society through the skills.
Other challenges of human resource management that have direct effect on the achievement of our predetermined educational objectives include;
- High rate of students and staff indiscipline
- Funding issues
- Poor recruitment process
- Little or no induction of human resources
- Poor supervision/appraisal of staff
- Poor personnel commitment to work and
- Incessant transfer of teachers.
BENEFITS OF HUMAN RESOURCES (HR) SOFTWARE IN EDUCATION.
Human resources are an inseparable part of any institution or organization. To manage them a human resource management system is established so that they can be handled more efficiently. An educational institution is no different. Every school has its HR department that takes care of its hiring and training the new recruits, and its overall management. The school ERP software has an in-built human resource management system (HRMS) that allows schools to manage every aspect of the talent they recruit for their schools or other educational institution:
- Organized Record Management
- Centralized Database for Higher Security
- Easy Access to Work Information
- Efficient Work Management
- Detailed Reports
CONCLUTIONS: The HRMS available in school software pro allows schools to manage their employees without any additional software. This means all you need is one software to manage different aspects of your school, whether it is human resource management or student information system.