How can School HR Professionals add value?

As we have said before, historically, and even now, many schools see their HR function as mostly administrative. They are asked to prepare contracts, collate documents for new employees and arrange visas.

I am often staggered by this traditional approach that in no way recognises the value HR can bring. In this respect schools are falling far behind companies in other sectors where HR is playing a key role now as a strategic business partner, bringing innovative approaches to attracting and developing talent.

So, what value can HR really bring to a school?

If you consider the main areas of the employee lifecycle, HR can add value at all points.

For example, recruiting new employees is often a time-consuming process involving many people within a school.

However, a skilled HR professional will be able to:

·        write and place a compelling advert and know where to advertise to attract the best talent locally and globally

·        proactively target candidates in the market through Linked In and other social media platforms

·        shortlist the best high-quality applications to save Senior Leaders significant time

·        conduct initial telephone interviews to assess motivations, values and ‘fit’ for the school

·        oversee an annual recruitment strategy including fairs, recruitment events, open days and online activity

·        build relationships with candidates from the initial application stage all the way through to when they get off the plane to start their new job.

By doing this, HR will dramatically cut the amount of time and effort needed to appoint people, and by creating relationships with the candidate through the process, greatly increase your chances of successfully hiring the right people. The cost and time savings are significant.

When it comes to a new employee starting at an International School, the value of HR in the onboarding and induction process cannot be understated.

This process is often left to teaching colleagues or others in a school, but when delivered by an HR professional, the impact is significant. HR can ensure regular contact and manage any logistical questions employees might have. They can oversee the paperwork needed and liaise with others in the school to ensure and processes are completed successfully. They can then make sure employees feel valued as they arrive in-country and at the school preparing the new employees for their first day and onwards.

The success of onboarding and inducting new employees increases the level of performance on day 1 and significantly lowers the chance that an employee is disappointed when they start.

These are 2 examples, but HR can play a significant role in developing staff, managing performance and impacting retention.

Visit www.ischr.com or follow ISCHR on Linked In to see how membership can support developing and promoting the value of HR in your school.