Addressing Common HR Issues

Human Resource offices in school systems face a variety of challenges on a weekly basis.  Often times the challenge itself is not nearly as problematic as the method of dealing with the challenge, if not handled correctly.  Here are some common challenges and proven, practical techniques for dealing with them.

1.  Defining and Maintaining a Clear Mission Statement - this challenge can most easily be met by drafting, revising (with staff input and suggestions) and posting a mission statement at schools, at School Board Office and on school related websites.  Once the statement is complete and posted, it is essential that the HR department audit department divisions to ensure that the mission statement is being followed.

2. Balancing the needs of the School(s) and the needs of the staff that work in the schools - while this can be one of the most challenging aspects of HR, two theories have shed a great deal of light on this challenge:

• Hawthorne Studies: study carried out by Western Electric (at their Hawthorne Plant) in the 1920s.  This study surmised that monetary incentive, working conditions and a number of other variables did not have any quantifiable significance when it came to productivity.  The one factor that did elevate employee contentment, and therefore employee productivity, was a having a healthy organizational culture.
• The Executive Theory: this theory was developed in the 1930s and spoke specifically about efficiency vs. effectiveness in the Cooperative System phase.  Barnard concluded that organizations that purposely and effectively take into account and satisfy employee needs and desires are much more likely to raise company effectiveness.

3.  Disciplinary Action:  This can be a nagging challenge if HR does not deal with it unilaterally.  HR must conduct and document staff evaluations regularly (this should be included in the Standard Operating Procedure and closely tied to the Mission Statement).   These evaluations should be discussed at length with the employee and plans for staff correction should be made, documented and followed.  Often times a diligent HR department can ease the strain of dealing with disciplinary problems by simply clearly stating (most effectively in writing) employee expectations and then holding employees accountable if they do not meet those expectations. 

HR is faced with a number of intricate issues on a weekly basis.  The effectiveness in dealing with these issues is often dependent upon their ability to identify the problems and their established course of actions once the problem is identified.  Although it is impossible to prescribe a course of action for every issue, the aforementioned 3 common areas of HR issues and the techniques listed are an ample start to creating and maintaining a competent HR department.