Pokok Bahasan 5 Educational Personnel Management
Educational Personnel
Management
Priadi Surya, M.Pd.
Department of Educational Administration
Faculty of Education
Yogyakarta State University
priadisurya@uny.ac.id
Course Objective
Identify the educational personnel.
Explain the definition of educational personnel
management.
Describe the educational personnel management
process.
Propose a model of educational personnel management
in international context.
Who are educational personnel?
Educational personnel is divided into two main
categories,
instructional or teaching personnel: teacher, academic
staff (professor, associate professor, assistant professor,
instructor, lecturer), teacher aides, teaching/research
assistants
non-instructional or non-teaching personnel.
Professional Support for Students
Pedagogical Support: guidance counsellors, librarians,
educational media specialists, and attendance officers.
Academic Support
Health and Social Support: health professionals such
as doctors, dentists, ophthalmologists, optometrists,
hygienists, nurses, and diagnosticians; psychiatrists
and psychologists; speech pathologists and
audiologists; occupational therapists; and social
workers.
Management/Quality Control/Administration
Definition
Management personnel are all structuring process that
has to do with the problem of obtaining and using the
workforce to and in educational institutions efficiently,
to achieve educational goals that have been
predetermined.
Definition
Personnel management is an overall effort to improve
the efficiency, effectiveness, and degree of
professionalism.
Personnel management is through of the
implementation of tasks, functions and duties of
personnel including planning, procurement, quality
development, placement promotions, remuneration,
welfare, and dismissal.
OECD Recommendation on Teacher Policy
Teacher Recruitment
A Summary of the Recruitment Process
(Shaun Tyson, 2006).
Development
The process of staff development is vitally linked to
human resources planning because, as it will be
recalled, a sound human resources plan calls for:
Improving the performance in their present positions of all
incumbent position holders.
Developing key skills of selected personnel so as to fill
anticipated vacancies.
Promoting the self-development of all personnel in order to
enhance their influence as individuals and to facilitate need
satisfaction.
Provide a basis for indentifying and developing successors in
each employee group –from executives to support personnel –
across the school system.
(Castetter, 1996: 232).
Dismissal
A process that makes the personnel can no longer perform the job duties
or functions of his office either temporarily or for a while. These are the
reasons of dismissal:
Own request to stop.
Reaches the retirement age according to applicable regulations.
The existence of simplification of the organization that led to
simplification of the task on the one hand being on the other hand
earned surplus labor.
Fraud or criminal conduct.
Not quite capable physically or spiritually.
Leaving the task within a specified period as a violation of applicable
regulations.
Died or lost as declared by the competent authority.
References
Castetter, William B. (1996). Human Resource Function in Educational
Administration. Sixth Edition. Englewood Cliffs, New Jersey: PrenticeHall Inc.
Lunenburg, Fred C. (2006). “Personnel Management”. in English,
Fenwick W. (ed) Encyclopedia of Educational Leadership and
Administration. Thousand Oaks: SAGE Publications.
OECD. (2005). Teachers Matter: Attracting, Developing and Retaining
Effective Teachers. Paris: OECD.
_____. (2010). Improving Schools: Strategies for Action in Mexico. Paris:
OECD
Santiago, P. (2002). “Teacher Demand and Supply: Improving Teaching
Quality and Addressing Teacher Shortages”, OECD Education Working
Papers, No. 1, OECD Publishing. http://dx.doi.org/10.1787/232506301033
Tyson, Shaun. (2006). Essentials of Human Resource Management. 5th
edition. Oxford: Butterworth-Heinemann. Elsevier.
Management
Priadi Surya, M.Pd.
Department of Educational Administration
Faculty of Education
Yogyakarta State University
priadisurya@uny.ac.id
Course Objective
Identify the educational personnel.
Explain the definition of educational personnel
management.
Describe the educational personnel management
process.
Propose a model of educational personnel management
in international context.
Who are educational personnel?
Educational personnel is divided into two main
categories,
instructional or teaching personnel: teacher, academic
staff (professor, associate professor, assistant professor,
instructor, lecturer), teacher aides, teaching/research
assistants
non-instructional or non-teaching personnel.
Professional Support for Students
Pedagogical Support: guidance counsellors, librarians,
educational media specialists, and attendance officers.
Academic Support
Health and Social Support: health professionals such
as doctors, dentists, ophthalmologists, optometrists,
hygienists, nurses, and diagnosticians; psychiatrists
and psychologists; speech pathologists and
audiologists; occupational therapists; and social
workers.
Management/Quality Control/Administration
Definition
Management personnel are all structuring process that
has to do with the problem of obtaining and using the
workforce to and in educational institutions efficiently,
to achieve educational goals that have been
predetermined.
Definition
Personnel management is an overall effort to improve
the efficiency, effectiveness, and degree of
professionalism.
Personnel management is through of the
implementation of tasks, functions and duties of
personnel including planning, procurement, quality
development, placement promotions, remuneration,
welfare, and dismissal.
OECD Recommendation on Teacher Policy
Teacher Recruitment
A Summary of the Recruitment Process
(Shaun Tyson, 2006).
Development
The process of staff development is vitally linked to
human resources planning because, as it will be
recalled, a sound human resources plan calls for:
Improving the performance in their present positions of all
incumbent position holders.
Developing key skills of selected personnel so as to fill
anticipated vacancies.
Promoting the self-development of all personnel in order to
enhance their influence as individuals and to facilitate need
satisfaction.
Provide a basis for indentifying and developing successors in
each employee group –from executives to support personnel –
across the school system.
(Castetter, 1996: 232).
Dismissal
A process that makes the personnel can no longer perform the job duties
or functions of his office either temporarily or for a while. These are the
reasons of dismissal:
Own request to stop.
Reaches the retirement age according to applicable regulations.
The existence of simplification of the organization that led to
simplification of the task on the one hand being on the other hand
earned surplus labor.
Fraud or criminal conduct.
Not quite capable physically or spiritually.
Leaving the task within a specified period as a violation of applicable
regulations.
Died or lost as declared by the competent authority.
References
Castetter, William B. (1996). Human Resource Function in Educational
Administration. Sixth Edition. Englewood Cliffs, New Jersey: PrenticeHall Inc.
Lunenburg, Fred C. (2006). “Personnel Management”. in English,
Fenwick W. (ed) Encyclopedia of Educational Leadership and
Administration. Thousand Oaks: SAGE Publications.
OECD. (2005). Teachers Matter: Attracting, Developing and Retaining
Effective Teachers. Paris: OECD.
_____. (2010). Improving Schools: Strategies for Action in Mexico. Paris:
OECD
Santiago, P. (2002). “Teacher Demand and Supply: Improving Teaching
Quality and Addressing Teacher Shortages”, OECD Education Working
Papers, No. 1, OECD Publishing. http://dx.doi.org/10.1787/232506301033
Tyson, Shaun. (2006). Essentials of Human Resource Management. 5th
edition. Oxford: Butterworth-Heinemann. Elsevier.