Human resource management and technology advancement in education in Pakistan

Abstract

Human resource management and development in education involves building professional skills in all the stakeholders such as students, teachers and administrators on regular basis. This paper focuses on main areas of human resource management in Education for a developing country like Pakistan. Firstly, it will discuss the human resource management in the process of change in an educational institution. Second area is management of conflict among the people working in an institution. Third area of focus is the management of human resource by distributive leadership. The role of educational ICTs in management and development of human resource in education has been identified as another substantially important factor. Finally, the importance of practice based educational environment has been discussed. All of the above discussed themes are interconnected. Hence, all of them provide a sound basis for good governance, for education providers, human resource management and development in the right direction.

Investigation of talent, talent management, its policies and its impact on working environment

“…The key members in an educational organization shape the institute like a clay pot, with skill, patience and a vision that will eventually shape the organization for the future (Deal and Peterson, 1999). TM in an educational organization is basically the development of professional skills in teachers and administrators, especially in developing countries such as Pakistan where these types of activities are rarely seen (Shamsi et al, 2010). But, the use of TM practices is slowly but steadily increasing in educational institutes, as these changes cannot be implemented overnight, so small incremental changes can lead to a big transformation over a period of time (Parsons and Fidler, 2005).…”

“…A talent is basically defined as a qualified or a well-skilled worker with specialized skills, professional experience and one who can benefit a society through creative work contributions (Shamsi et al, 2010). TM takes advantage of the typical HRM and has broadened its meaning.…”

“…TM in China and Pakistan is a new phenomenon that is receiving much attention in the private sector. But private sector organizations, because of their growth, are working on TM strategies to recruit the best and the brightest talent (Shamsi et al, 2010). Government organizations such as public sector universities are now slowly adopting such strategies because of shortage of skilled and highly qualified faculty who are being recruited by private sector universities that provide better financial and future growth opportunities than government-owned public sector universities.…”