Human Resources Administration for Educational Leaders

Dr. M. Scott Norton, a former public school teacher, coordinator of curriculum, assistant superintendent, and superintendent of schools, received his Ph.D. in Educational Administration and Supervision from the University of Nebraska, Lincoln, where he later served as a professor in and vice-chair of the same department. He then became a professor and chair of the Department of Educational Administration and Supervision at Arizona State University, where he is currently professor emeritus. He teaches graduate classes in human resources administration, the school superintendency, the school principalship, educational leadership, and competency-based administration. Dr. Norton is co-author of college textbooks in the areas of human resources administration, the school superintendency, and administrative management and author of a textbook in the area of effective leadership for effective administration. He has published widely in national journals in such areas as teacher retention, organizational climate, teacher workload, the department chair in educational administration, employee assistance programs, selection and recruitment practices, the school principalship, distance education and others.

• PREFACECh 1. THE HUMAN RESOURCES FUNCTION: ISSUES, CHALLENGES, AND TRENDSThe Human Resources Function in Education: Its DefinitionIssues Facing Education and the Human Resources FunctionChallenges Facing Education and the Human Resources FunctionSelected New Trends in Human Resources AdministrationCh 2. THE HUMAN RESOURCES FUNCTION: AN HISTORICAL PERSPECTIVEPersonnel Administration Before 1900The Scientific Management Era and Its Impact on Personnel PracticesThe Human Relations Era and Its Impact on the Human Resources FunctionThe Behavioral Science Movement and Its Contributions to the Human Resources FunctionThe Postmodern Behavioral Science EraThe Human Resources Function and Its Thirteen ProcessesThe Centralization and Decentralization of the HR FunctionStandards of Ethical AdministrationCh 3. THE HUMAN RESOURCES PLANNING PROCESSDefinition and Background of the Human Resources Planning ProcessCharacteristics of Strategic Human Resources PlanningEvolutionary Stage of a School OrganizationProfessional Staff MixIntegrating Human Resources Planning Into the Strategic PlanCorrelation With the System PlanInformation Needs and ForecastingPolicy, Regulation, Processes, and Personnel ChangesCh 4. STAFFING FOR EDUCATIONAL SERVICES: THE RECRUITMENT PROCESSAn Operations Model for the Recruitment ProcessCh 5. STAFFING FOR EDUCATIONAL SERVICES: THE SELECTION PROCESSAn Operational Model for the Selection ProcessCh 6. THE HR INDUCTION, ASSIGNMENT, STABILITY, AND PROTECTION PROCESSES: TOWARD THE MAXIMIZATION OF HUMAN POTENTIALThe School as a Social SystemHuman Motivation TheoriesThe Human Resources Induction ProcessInduction: What the Research SaysThe Staff Assignment ProcessThe Human Resources Stability ProcessAn Operational Plan for Teacher RetentionRetention of Administrative PersonnelTeacher AbsenteeismThe HR Protection ProcessCh 7. THE STAFF DEVELOPMENT AND PERFORMANCE EVALUATION PROCESSESThe Purposes of Staff DevelopmentTrends in Professional Staff DevelopmentOperational Procedures for Staff DevelopmentThe Performance Evaluation ProcessCh 8. ORGANIZATIONAL CLIMATE AND THE HUMAN RESOURCES FUNCTIONOrganizational Culture and Organizational ClimateThe Importance of a Healthy School ClimateThe Measurement of School ClimateResearch on School ClimateImprovement of School ClimateHuman Resources Responsibilities in the Improvement of School ClimateCh 9. THE LEGAL WORLD OF HUMAN RESOURCES ADMINISTRATION: POLICY AND REGULATION DEVELOPMENTLegal Considerations and the Human Resources FunctionSummary of Selected Legal Statutes, Including Various Civil Rights Acts, Relating to the Work of the Human Resources FunctionThe Development of Personnel Policies and Administrative RegulationsHow Personnel Policies and Regulations Are DevelopedModel for Policy and Regulation DevelopmentThe Language of School Policies and RegulationsCh 10. COLLECTIVE BARGAINING AND THE HUMAN RESOURCES FUNCTION: WORKING WITH EMPLOYEE GROUPSEmployee Unions DefinedWorking Relationships: The Human Resources Function and Employee GroupsCollective Bargaining: Definition and Basic PrinciplesThe Two Primary Bargaining ProcessesBargaining by Employee Groups: Historical PerspectivesCollective Bargaining in Education and the Central Human Resources UnitCollective Bargaining in EducationDetermination and Recognition of the Bargaining UnitInitial Bargaining Procedures and Appropriate Table StrategiesThe Contract AgreementImpact of Collective Bargaining on EducationCh 11. THE COMPENSATION PROCESS: AN OPERATIONS MODELSchool Finance: The Number One Problem Facing EducationEducation Is Big BusinessCompetition for the Tax DollarOperational Model for the Compensation ProcessEstablishing Administrative Procedures for Implementation of the Compensation ProcessControlling the Compensation ProcessTrends in Salary Scheduling: Alternative Compensation ProgramsHistory of the Single Salary ScheduleThree Basic Models of Salary SchedulesCh 12. THE CLASSIFIED STAFF: AN IMPORTANT HUMAN RESOURCES ADMINISTRATION RESPONSIBILITYThe Director of Classified PersonnelThe Classified Job AnalysisJob Grading and Salary RangesRecruitment of Classified PersonnelAppraising Candidates in Relation to the Selection CriteriaClassified Employee Selection ProcessAssessing the Classified Employee Selection ProcessThe Classified Employee Training ProgramEmployee EvaluationControlling Classified Employee Development ResultsGlossaryIndex