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Human resource management, an essential part of public school administration, is particularly vulnerable to legal interpretation and challenge. Like all other institutions that receive federal funds, public schools have a unique rulebook that sets the parameters for management, particularly with respect to human resource issues. This authoritative text is an essential resource for administrators. It will help new and experienced managers to navigate the practical and legal concerns likely to affect the many human resource functions including recruiting, hiring, and firing personnel; collective bargaining; staff development; and record keeping and reporting.

The insightful discussion of the laws and policies currently structuring human resource management is augmented with examples of forms and procedures to be used in addressing particular hr functions.

An Instructor's Manual has been developed to accompany this text. David William Marczely is a licensed Ohio attorney with a background in both education and business. They help monitor the systems and maintain them, making sure that they are working properly and effectively. They research and develop new technology that can be used within the organization to enhance data-tracking and communication.

For organizations like the United Nations, this aspect of the job is extremely important to ensure that all of the offices and headquarters are using the same systems to track data and report information. They also often serve as the liaisons between technology companies and the organization. In a word that is continually advancing in technology, Information Systems Officers are an integral part of the work of human rights organizations. Qualifications: Many Information Systems Officer positions require advanced degrees in computer science, information systems, mathematics, statistics, or other similar fields.

Many positions require years of work experience in the field, along with certifications in specific software or tech-related skills. These salaries vary based on location, experience level, and organization type. In addition to helping with recruiting, hiring, and training, they also make sure that workplace ethics among employees and standards for employee benefits and treatment are upheld. Human Resources Officer positions vary in roles. Some specialize in a specific area such as recruitment or employee relations, while others work on multiple aspects of human resources.

Much of this depends on the capacity and size of the organization itself. Human Resources Officers are also responsible for creating and implementing company policies. With recruiting and hiring, some may be required to travel, while others are stationed at the offices. Human Resources Officers must be organized, detailed, professional, and able to handle high stress situations.

They must also be able to communicate information clearly in writing and speech. Many human rights organizations require these positions to be fluent in English and an additional language, depending on the recruitment region or countries. They provide support throughout hearings and other legal proceedings both within the organizations and on behalf of the organizations. Much of their responsibilities include researching local, national, and global human rights law and providing advice for specific cases and issues. They are also responsible for drafting and reviewing contracts, agreements, and settlements, as well as participating in negotiations and court proceedings.

They support the work of senior legal officers and attorneys, helping to prepare reports and briefings to be used in cases. They can also provide representation and insight for task forces and committees within the organization, in order to provide a legal perspective. Legal Officers are particularly important for human rights organization, which work to uphold, promote, and implement human rights laws in their cities and countries.

Qualifications: Legal Officer positions require an advanced degree in law or a related area in addition to years of work experience, depending on the level of responsibilities.

13 laws that every HR should know in India to be the best at their game

They must have extensive knowledge of legal principles, concepts, and procedures, as well as skills in legal research and analysis. They must be able to create professional and appropriate legal documents and reports. Communication is also a key skill, especially the ability to write and speak clearly and effectively. Legal Officers typically work as part of a team, so teamwork and organization are also necessary skills. One of the main aspects of the position includes monitoring political trends in order to advise field officers in their work.

Political Affairs Officers help with drafting various documents and briefs relating to ongoing political issues, which provide information and talking points for senior officials. Those working in a multi-office organization work together with each field office to provide comprehensive reports and analyses of political issues and situations.

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They also stay in contact with other human rights organizations in the region or country. Those who work on specific countries or regions must stay up-to-date with the political climate of their specialty area and help coordinate meetings with government officials for organizational representatives. Political Affairs Officers help human rights organizations keep a finger on the pulse of the political atmospheres within the regions and countries that they work.

Additionally, many of these positions require years of work experience, depending on the level of responsibility and expertise.

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Political Affairs Officer must be able to work in a team and communicate clearly and effectively in writing and speech. Research skills are also necessary. They also must be highly knowledgeable about various political issues, including social, economic, ethnic, and racial topics. Many must be knowledgeable about a specific region or country, and some positions require fluency in English and another language. Recommended courses: Global Diplomacy: The United Nations in the World International Affairs: Global Governance The Changing Global Order Consultant Description: Consultants for human rights organizations typically work on short term contracts to provide focused expertise in a specific area or topic.

They generally work to provide training courses, seminars, documents, reports, etc. They also provide analysis and work on result-oriented tasks to add information and insight for the organization to use in their programs and policies. Consultants can also be hired to work on a specific project or task, staying on until the completion of that task. Areas that consultants work on within human rights organizations vary from economics to migration to politics, and they can also be used to work on projects specific to different regions and countries.

While these contracts are typically short-term, consultants are highly valued by human rights organizations for their ability to provide expertise and specialized experience and training. Some shorter projects that focus on one are have lesser requirements for work experience years. Consultants must be able to show their expertise and skill in the project area, and they must also have strong communication skills. Adaptability and collaboration are also important qualities for consultants, given the nature of their contracted work.

Salary: Salaries vary greatly based on projects, since some projects are only a few months while others can be a few years. The Executive Programme is designed to develop Executives into professionally competent and socially sensitive management graduates, fully equipped to take on the challenges of the business world. In other words, we hope that at the end of this programme participants must be equipped with the knowledge, skills, and attitudes to handle signiicantly higher responsibilities in their organizations than what they started of with.

Key Features of the Programme. Those satisfying the eligibility requirement will be called for the Written Test and Personal Interview by the Selection Committee. The Institute will not take responsibility for informing the selected candidates by post. Selected candidates will be required to bring attested Xerox copy of documents along with original documents for verification.

Semesterwise Courses: he course follows a modular scheme. The entire curriculum will be covered in eight modules.


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Subjects C o v ered. The division of labour and the concept of organisation, The rise of bureaucracy and the notion of rationality, scientiic management; Fordism, the human relations school and theory z, Classiication of organisations; Social exchange theory, Organisation theory: Population-Ecology model, Resource-Dependence model, Rational contingency model,Transaction cost model, Institutional model; Organisational Design: Structural Forms: Internal Design Elements.

HRM 3: Organisational behaviour. Introduction Organisational Behaviour, Meaning of behaviour and behavioural models, Scope and processes; Understanding Individual Diferences: The Self Concept: self-esteem, self eicacy, self monitoring etc. Need for evidence-based management; science and the scientiic approach; problems, hypotheses; and variables; reviewing the literature how to read a journal article ; writing a literature review; survey research, correlation and regression; sampling and data collection; statistics and SPSS; experimental research and ANOVA; case study research; grounded theory, ethnography, content analysis, and action research.

e-book Human Resource and Contract Management in the Public School: A Legal Perspective

HRM 5: Business Communication. Communication in organisation: How to develop a communication strategy. How to hold successful business meetings. Mastering the written communication. Strategies for successful Public Speaking and Efective listening: Strategies for overcoming stage frights and enjoy the process. HRM 6: Industrial Relations. A conceptual framework for Industrial Relations systems, Evolution of Industrial Relations in India and contemporary issues in industrial relations, Trade unionism-issues and current trends, labour legislations and management of industrial conlicts, Collective bargaining for productivity improvement Strategies for building employee engagement and implementing workplace innovations through six sigma and quality circles.

Developing alternate Resourcing approaches, evaluating and choosing the appropriate ones. Various recruitment and selection methods including use of Psychometric, Assessment Centre, Internet-based, etc.


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