Turning Your TIF into a Coherent Human Capital Management ...
Developing Human Capital Management Strategies Herb Heneman University of Wisconsin-Madison Tony Milanowski Westat Session Overview Strategic Human Capital Management (HCM) Performance Competencies Alignment Assessment Process Overview Alignment Assessment Exercise
TIF 3 Priority 3 Comprehensive Approach to the Performance-Based Compensation System: PBCS is aligned with a coherent and integrated strategy for strengthening the educator workforce Strategic HCM View In the private & public sectors, HR management programs have asked to contribute to organizational performance
Improving transactional efficiency & reducing costs of HR processes Developing more supportive relationships with line managers Developing HCM practices that impact performance Implementing a coherent human capital management strategy Performance Impact of HCM
Practices District Goals & Strategy Performance Competencie s HCM Acquire Develop Practices Motivate Retain Performance Competencies
The leverage point for the impact of human capital management practices on organizational performance What is a competency? A skill or behavior needed to implement your strategies for meeting performance goals Examples for teachers: Aligns curriculum with state content standards Establishes a classroom culture for learning Uses discussion techniques that engage students
Communicates with families Teacher Performance Competency Model A set of statements describing the skills and behaviors that contribute to effectiveness for a specific job or role Example: Framework for Teaching Ensuring that all HCM practices not just compensation- contribute to acquiring, developing, motivating, or retaining people with the competencies is one way to begin
building a coherent human capital management system from your TIF program Performance Competency: The Axis of HCM Selection Induction Recruitmen t Compensatio n
Performanc e Competenci es Performance Management Mentoring Professional Development A Coherent HCM System Has
Vertical & Horizontal Alignment Vertical Alignment: the degree to which the content of an HCM practice focuses on, embeds, and communicates the desired performance competencies Example: Is the degree to which job applicants possess the competencies assessed in the teacher selection (hiring) process? Horizontal Alignment: the degree to which HCM practices are mutually supportive and reinforcing
Example: Do professional development programs provide opportunities to develop the competencies assessed in the performance Human Resource Alignment Assessment A systematic process for determining the degree of alignment of HCM practices with performance competencies We will focus on vertical alignment of HCM practices for teachers
HCM Practice Content < - - > Teacher Competencies HR Alignment Scores HRA Assessment Exercise 1. Your teacher performance competency model 2. HRA assessment for HR practice areas 3. HRA scores 4. Discussion of process & results
Discussion 1. Scores from grantees 2. Insights about HCM practices 3. Difficulties encountered Readiness for HRA Assessment Will district stakeholders support redesigning the HCM system to impact performance? Do you have a competency model? Are you willing to examine HRA & make changes?
Do you have staff with the ability & motivation to do the assessment, then design & implement changes? Resources Strengthening the Educator Workforce Through Human Resource Alignment; Herbert G. Heneman III and Anthony Milanowski. Soon to appear on the CECR website Heneman, H.G. III, and Milanowski, A. (2011). Assessing human resource practices alignment: A case study. Human Resource Management. 50:1, 45-64.
Odden. A. (2011) Strategic Management of Human Capital in Education. NY: Routledge. Curtis, R.,& Wurtzel, J. (eds.) (2010). Teaching Talent: A Visionary Framework for Human Capital in Education. Cambridge, MA: Harvard Education Press. This information is being provided for the purpose of the August 2011 Teacher Incentive Fund Meeting in Washington, D.C. Any information or materials mentioned or shown at this meeting by presenters or grantees are provided as resources and examples for the viewers convenience. Their inclusion is not
intended as an endorsement by the U.S. Department of Education. In addition, the instructional practices and activities discussed or shown in these presentations are not intended to mandate, direct, or control a grantees specific compensation system, teacher and principal evaluation system, or program of instruction .
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