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GESTION human resources management - Coggle Diagram
GESTION human resources management
what is their job?
includes motivation of staff, hiring new teachers and evaluating their progress
recruitment process
the hiring commitee
many LTO have one to lead the process of hiring new teachers
job descriptions
its a list of all the responsabilities that the job involves
job models
includes real information about what is expected from the applicants in the position
reference to vision and mision
chech if its better for ur mission and vission to hire or replace a teacher
Offering the job contract
fixed contract
hourly paid contracts
identifying and shortlisting applicants
Do i want to recruit locally or from much further afield?
How many applicants do we want to get?
What quality of applicants do we want?
How do we ensure that we come accross in the advertisement as a highly profesional organization?
interviewing
three types of questions
Those which ask candidates to put themselves in a hypotetical situation
Those which test candidates’ ability to solve a real problema but one not necessarily related to the job itself
Those which ask about candidates’ past experiences
Motivation
Satisfiers
Inspire and encourage
Responsibility
Achievement
Recognition
Growth
Dissatisfiers
Their absense can demotivate
Job security
Salary
Working conditions
Supervision
Interpersonal relationships
Job enrichment
combine tasks
Give teachers diferent tasks
Create natural work units
planning, teaching, grading and testing.
Make client relationships
Expand jobs vertically
Give teachers the opportunity to involve themselves in areas they like
Such as marketing, budgeting
Give them a sense of importance
Open feedback channels
Compensation systems
Salary
Health insurance
Bonuses
Pension plans
Can be based on:
seniority
qualifications
experience
performance
Things to avoid
internal competition for salary
Confusion of the compensation systems
Managing the performance
Negative feedback
Challenge
Positive feedback
Motivation
Effective feedback
Understanding
Communication
Strong relation
Porter´s criteria
describe, don´t judge
Give it as soon as possible
be direct
own it
real feelings
verify if was understood
relevant questions
specify consequences
solicited or desired
they actually can change it
respect their feelings and emotions
360° feedback
goes in all directions
positive reinforcement
employee involvement
increases
interest
participation
communication
performance appraisal
annual
institutionalized
steps
schedule a meeting
fill forms and answer questions
discuss the expectations and goals
sign the document and save it
observations can be added.
Delegating
consider strengths and weaknesses
Explain the task
Monitor
Seek feedback
Conflict management
Advantages
identify issues
resolution
enhancement
Disadvantages
aggression
anxiety
wasted time
Conflict styles
avoidance
competition
collaboration
compromise