Human Resources And Staffing In Kirtland Elementary Schools

It is recommended to use a staffing model when planning to hire, retain and train employees. A staffing organization model depicts the organization’s mission and its goals and objective drive both organization strategy and Human Resource (HR) and staffing strategy, which interact with each other when they are being formulated. Staffing policies and programs result from such interaction and serve as an overly to both supports activities and core staffing activities. Employee retention and staffing system management are key areas with the HR department; they both must be aligned with the business goals and objectives. the benefits of the Staffing Organizations Model

Kirtland Elementary School Goals and Objectives An objective should clearly

It consists of assumptions about the size and types of workforces that will need to be acquired, trained, managed, rewarded, and retained. Such assumptions guide the development of recruitment, selection, and employment programs (CSU-Global 2012).

In Appendix A, is Kirtland elementary teacher’s human resource plan identifies the size, type of workforce and number of need in the reconciliation and gap. The current school’s workforce is 27, after identify the requirements and availabilities (based on the projected turnover) the final gap calculation identifies a shortage of 10 teachers.

According to Jacob (2007) teacher shortage are more severe in certain subjects and grades then others, and different from one school to another. The supply and demand contribute to teacher shortage; the supply factors involve wages, working conditions, and geographic proximity between teacher candidates and schools. Kirtland elementary school’s strategy is to hire teachers with competitive salary, increases, and bonuses and improve its current retention rates, etc.

Staffing Policy and Programs Support

Since staffing levels have already been established as part of staffing planning, the emphasis shifts to staffing quality to ensure that successful person/job and person/organization matches will be made. The recruiting process include if an organization will hire external or internal. Internal has advantage of hiring a skilled individual and with a potential promotion for an individual. It is cost effective verses hiring from the outside. External recruiting creates a larger pool of applicants and bring a talented person from the outside can bring unique skills, and possibly find an experience and highly qualified candidate. Furthermore, it helps the company meet it diversity requirement.

The selections process involves how the recruiting will take place and how to measure the applicants. There are many method of recruiting; internet, local paper, department network, job fairs. The message of recruiting must be developed in a unique way so qualified applicants was apply. There is a selection tool such as interview, assessments of experiences and background check required. Using the KSAO’s to assess the applicants is ideal because it sets apart the experience. Planning the final match, offing of the job and negotiation are important stages in the recruiting