December 1, 2017
With the workforce going through a rapid generational shift, there’s no business or sector where talent management is a higher priority than in K-12 education.
Anyone who manages human resources in a school district knows that success begins and ends in the classroom. Effective teaching and learning have always depended on recruiting and retaining the most committed, proficient classroom staff, but never more than with a generation of baby boomers heading for the exits.
The challenge is particularly tough for cash-strapped public school districts, where the effects of a massive wave of retirements are amped-up by competition from private schools. With lower pay scales for new hires and often convoluted hiring processes, districts need an advantage that will help them reach and attract a millennial generation that is already the majority in today’s workforce and is expected to hold 75% of all jobs by 2030.
“To support a smooth transition, you need to count on a hiring and talent management process that helps you attract and retain the right candidates for the job,” states Infor’s fact sheet, Empowering K-12 school districts to succeed. But too many districts’ established in-house systems rely on “standard job descriptions and the time-consuming, manual evaluation of traditional education and work history criteria to sort through candidates.”
Down that road lies an approach that “can fail to address all aspects of job success—such as the ability to perform well under stress—resulting in mismatched candidates, potential productivity issues, or attrition down the road. And your process for managing performance is equally limited.”
A Teacher Recruitment Blueprint
The good news is that automated talent management solutions have been shifting as quickly and fundamentally as the education workforce itself, giving school districts the tools to hire the teachers they need, when and where they need them.
“You’ll be able to create a custom blueprint for different types of teachers by analyzing the characteristics and performance of existing employees using information collected from online surveys,” the fact sheet explains. “Then with guidance from behavioral scientists, you can identify success factors for each profile. Leveraging this benchmark data—and an ongoing ability to assess risks and requirements—you’ll be in a stronger position to both evaluate potential candidates and manage the performance of current teachers.”
The net result: “You’ll bring on board more qualified candidates with less cost and effort, while also helping to reduce turnover for all employees.” K-12 districts need only look at the success of organizations such as Famous Footwear (Caleres Inc.), a global footwear company, who realized a 33.62% lower employee turnover rate through implementing Infor Talent Science technology.
Putting Students First
If you work in K-12 education, it’s because your mission is to put students first. From an administrative standpoint, that means streamlining processes that undercut an efficient, effective school system and wringing every ounce of impact out of the (often painfully) limited funds available to you.
With budgets crunched, it can seem counterintuitive to spend money on head office systems that could also be used to deliver classroom services. But an investment in optimizing those services is the only way to get the greatest impact out of every classroom dollar you spend. With more efficient, integrated IT systems, enhanced financial accountability, and a laser focus on data availability and security, you can spot and eliminate system bottlenecks that create unnecessary work for school staff and make it harder to deliver district-wide support to the front lines.
A cloud environment can give you the flexibility, cost savings, and system security you need, with an important bonus: with a dedicated, off-premises team handling routine updates, your in-house IT team is freed up for more pressing, system-specific projects. The right software gives you the ability to deliver more predictable results on a limited budget and win the war for talent that is sweeping the modern workplace.
Click here to download Infor’s fact sheet on empowering K-12 school districts to succeed.
Listen to webinar recording, Why IT & ERP Modernization is Paying off for K-12 Districts. Download here.
Keith Briscoe, PMP, Executive Director, Education Practice, Infor