Education Portal for Students in India

Role of Education in Human Resource Development — PITCS The role of education in Human Resource Development is immense. It not only helps you get through interviews and get jobs, but they also help in shaping how we think and process things. Education is one of the most important things in social change and it has been proved time and again.

It is undoubtedly a major agency of socialization. In this regard, teachers and educational institutions act as socializing agents. The role of education cannot be denied and here, teachers play a very important role when it comes to motivating aspiring children. Social reformers over ages have time and again proved the value of education by helping the society remove various practices such as cate restrictions, inequality of women, etc.

Without knowledge, a person is not complete. He/she gets lost in the darkness of ignorance. Without education and enlightenment, one cannot contribute to society at all. Education has been used to bring in modernization and it was emphasized from the 1960s and 1970s onwards. Some of the major factors that drive education are productive economies, thirst for knowledge, questions arising in the minds of people as they take up jobs, people partaking in decision making, etc. Education has helped modernization in more ways than one.

Education of women: The national policy on education, 1986 emphasizes education for females so that women can achieve equality. This obviously developed new values and society has started respecting women altogether. This was made to remove woman’s illiteracy and removing obstacles so that they can access education easily. Women now can take part in vocational, technical, and professional courses without any kind of hindrance. Education of backward classes : Education is surely related to the development of the community as well as the individual. In India, education has played a vital role for centuries now. The best part about the evolvement is that now weaker sections have access to higher education. The rate of has decreased over the years. However, we should not forget history where they have been exploited and harassed due to lack of education. Role of Education in Human Resource Development: Education shapes our present actions, influences our future plans as well as has an impact on our past history. It is important so that individuals can reach their goals and achievements. are co-related. The role of education in human capital formation: An educated society will obviously crave for development while an illiterate one will be satisfied with whatever they have. Education boosts productivity and prosperity. It plays a huge role in developing a society and providing cultural richness.

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What role does education play in human resources?

Education improves productivity and prosperity, and also improve enriched life experience. It does not only contribute towards the growth of the people but also the development of society as a whole. Education increases national income and other cultural richness.
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Why is educated human resources most important?

The human resource plays a significant role in the economy of a country by contributing to productivity. The other resource becomes useful because of the input by the human resource. Investment in human capital yields a return and it is done through education, training, and healthcare.
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What is the importance of education in the development of human person?

The Impact Education Has On The World – With education, people can become better citizens, knowing right from wrong, allowing for a better society where laws are followed. An educated nation knows about the importance of voting, doing so with the knowledge not blindly, but also having an understanding of what their party truly stands for.
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What is the role of education in human resource development brainly?

Answer: the process of human resources development includes skill developing increasing knowledge and capability of an individual education helps in realising the skills and attitudes which are designed as desirable and important for the development of society.
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What types of human resources are created by education?

why types of human resources are created by education Dear student, Education helps in the creation of a more productive human resource. Education will enhance knowledge and skill in people which will help in building a strong economy and provide growth and development to the nation. Education leads to the creation of new technology and innovations which are necessary for growth and development.
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Is education part of human resource development?

Human resource through development. It is thus the process of adding value to individuals, teams or an organization as a human system.’ Accordingly, higher education and training are the major source of improving human resource.
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What is the role of education in human resource class 9?

Education increases the efficiency of workers. It enhances the national income, cultural richness and increases the efficiency of governance.
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What is educated human resource?

Developing Countries Perspectives – By: Austin Ezenne, University of the West Indies, Kingston, Jamaica Published 2012 This book, Human Resources Management in Education, Developing Countries Perspectives, contains eleven chapters. Human resources in an educational organisation refer to all the human beings working in that organisation, including teachers, students, administrators and all other members of staff working in that organisation.

The study of human resources management in education will provide you with a theoretical and practical knowledge about the processes of acquiring employees, establishing good relationships with them, training and developing them, retaining and compensating them for their services are important because effective school leadership and management have become very crucial in recent times in the management of educational organisations.

Numerous problems are facing many school systems in developing countries today and human, financial and material resources are scarce, and therefore strategic management of all resources is crucial for achieving the goals of the educational systems and the school organisations.
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What is the role of school heads in human resource management?

By Choyi Whang Statistician, OECD Directorate for Education and Skills Nowhere has the role of school heads been more visible than during the coronavirus (COVID-19) pandemic, with generalised lockdowns and school closures in countries all over the world.

1. Not only did they have to co-ordinate measures to maintain learning continuity during the lockdown and school closures, but they were also responsible for ensuring a safe learning environment when schools were allowed to reopen.
2. The latest Education Indicators in Focus brief places the spotlight on the roles and salaries of school heads in public institutions, and takes a close look at how their responsibilities, working time and compensation vary across countries (based on data collected before the surge of the pandemic).

Good leadership in schools fosters nurturing learning environments that help children grow and develop. To cultivate such an environment, school heads must navigate and promote collaboration across the often complex network of stakeholders: education authorities, teachers, students, parents and local communities.

1. In a sense, school heads are the glue that holds everyone together.
2. During the COVID-19 crisis, school heads are expected to be more flexible in managing school resources to keep up with frequently changing guidelines and circumstances.
3. Leadership and management have always been the main responsibilities of school heads: in two-thirds of OECD countries, official documents explicitly indicate so.

School heads have various areas of responsibilities including human resources, financial resources, educational activities of students and teachers, external relations, well-being of students and teachers, and teaching students. During the COVID-19 crisis, they are also expected to make more complex decisions that were not needed before.

For example, school heads in Chile have been responsible for various arrangements for school reopening which requires a closer collaboration with many stakeholders. The area and extent of responsibilities of school heads defined in official documents vary across countries. For example, school heads are required to teach students in slightly less than half of OECD countries and economies at lower secondary level, though they teach less hours than teachers do.

Within a country, individual school heads may teach even fewer hours or not at all depending on school characteristics such as size, geographical location and socio-economic status of the region. The pandemic has extended the actual scope of their responsibilities in some countries.

• For instance, school heads in Norway could decide how to use additional government funding targeted to help vulnerable students make up for learning loss, through initiatives such as homework assistance programmes, summer schools and more teacher hires.
• The additional workload due to the unfamiliar circumstances brought on by the pandemic and the increased collaboration among stakeholders may require school heads to work longer hours than statutory regulations call for (seven to eight hours a day on average).

Financial compensation for overtime is not always provided. At lower secondary level, only eight OECD and partner countries offer additional pay to school heads who work longer hours. Instead, school heads may receive an allowance for outstanding performance, as is the case in about half of OECD and partner countries.

In many of these countries, eligibility for an outstanding performance allowance is based on students’ performance. However, it may be uncertain how eligibility for this type of allowance will be determined in the context of school closures, as disruptions in students’ learning may have deteriorated overall academic performance.

School heads have been under enormous pressure to put together the emergency response to schooling amidst a pandemic – they need time and energy to concentrate on the immediate challenges Salaries are important to maintain the attractiveness of school leadership roles.

In 2019, lower secondary level school heads earned 59% more than teachers did, and 38% more than full-time, full-year workers with tertiary qualification did on average in OECD countries, though there are variations across countries and across schools. School heads’ salaries are primarily defined within a range (there can be more than one range in a country based on qualifications) and their actual salaries vary depending on individual characteristics such as the number of years’ experience, duties performed, geographical location and socio-economic status of the region.

However, school heads may not always feel their level of compensation matches their level of responsibilities. On average across the 30 OECD countries that participated in TALIS 2018, three out of five school heads in public institutions reported they were not satisfied with their salaries.

At a time when school heads are being asked to take on more responsibilities, a level of financial compensation similar to previous years may make them feel that their work is less recognised. School heads are at the heart of the education system, connecting education authorities, teachers, students and communities.

Like in our own bodies, when the heart fails, the entire system breaks down. School heads have been under enormous pressure to put together the emergency response to schooling amidst a pandemic. In times of crisis, more than ever, they need time and energy to concentrate on the immediate challenges.

This could be done through measures such as temporarily adjusting school heads’ administrative workloads or compensating them for the increased volume of work. During difficult times, it is important that school leaders are encouraged, supported and their efforts recognised as they play a crucial role in ensuring learning continues, even at a distance.

Read more:

Education Indicators in Focus #78: What are the roles and salaries of school heads? Education at a Glance 2020 OECD Teaching and Learning International Survey (TALIS) How can teachers and school systems respond to COVID-19? Some lessons from TALIS The impact of COVID-19 on student equity and inclusion: Supporting vulnerable students during school closures and school re-openings Lessons for education during the coronavirus crisis The OECD coronavirus (COVID-19) policy hub

Photo: Shutterstock/VAKS-Stock Agency
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What plays a major role in developing the human resources?

One Minute Takeaway –

• Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety.
• An HR department can help provide organizational structure and the ability to meet business needs by effectively managing the employee lifecycle.

An effective human resources (HR) management department can help provide organizational structure and the ability to meet business needs by managing your business’s most valuable asset – your employees. Several disciplines make up the HR department, and human resources managers working at smaller companies might perform more than one of the five main duties: talent management, compensation and benefits for employees, training and development, compliance, and workplace safety.

1. Talent Management The talent management team in the HR department covers a lot of ground. What used to be distinct areas of the department have been rolled up under one umbrella. The talent management team is responsible for recruiting, hiring, developing, and retaining employees. Recruiters are the heavy lifters in building any company’s workforce. They’re responsible for the total hiring process including posting positions on job boards, sourcing candidates through job fairs and social media, serving as the first-line contacts for running background checks to screen candidates, conducting the initial interviews, and coordinating with the hiring manager responsible for making the final selection. A recruiter’s success is determined by several key metrics : the number of positions they fill each year, where candidates are coming from (e.g., job postings, social media, career fairs, etc.), the time it takes to fill positions, and reasons why an applicant wasn’t hired. (NOTE: If you’re having trouble attracting talent to your company, it’s time to evaluate why. Take our recruiting quiz to see how you measure up.) Employee relations or support is the area of the talent management team that is concerned with strengthening the employer-employee relationship. Human resources managers in this role study job satisfaction, employee engagement, organizational culture, and resolving workplace conflict. Gallup estimates that disengaged employees cost U.S. businesses a whopping $600+ billion each year in lost productivity, so this role is integral to the success of your business. If the company has a unionized workforce, this team will also work on labor relations, including negotiating collective bargaining agreements, creating managerial responses to union organizing campaigns, and interpreting labor union contract questions. The talent management group is also home to HR practitioners who focus on workforce planning and management. This area includes succession planning and retention efforts across the business, from the C-suite on down. When an employee resigns, retires, is fired or laid off, gets sick, or dies, the workforce planning team kicks into action.
2. Compensation and Benefits In smaller companies the compensation and benefits roles can often be overseen by one or two human resources professionals, but companies with a larger workforce will typically split up the duties. HR functions in compensation include evaluating the pay practices of competitors and establishing the compensation structure. The compensation department is also responsible for creating job descriptions in tandem with department managers, as well as working with talent management on succession planning, On the benefits side, HR practitioners are typically responsible for functions such as negotiating group health coverage rates with insurance carriers or coordinating with the company’s 401(k) administrator. Of course, payroll is also part of the compensation and benefits area of HR, but many companies choose to outsource this function to a bookkeeper or payroll service provider. Those that don’t generally put payroll practitioners in a separate team that works on the tactical process of generating payroll, with the compensation team focusing mainly on planning and strategy.
3. Training and Development Every company wants to see its employees thrive, which means providing them with all the tools they need to succeed. These tools aren’t necessarily physical such as laptops, job-related software, or tools for a particular trade; they can include new employee orientation, leadership training programs, personal and professional development, and managerial training. Training and development (sometimes called learning and development) is an integral part of the HR team. Depending on the type of employee role played at the company, the training team might be responsible for building out instructional programs that have a direct effect on the success of the business. Today, many colleges and universities offer degrees in training and development; an instructional design degree would also be helpful in this role,
4. HR Compliance Legal and regulatory compliance is a critical component of any HR department. Employment and labor laws are highly complex, and having a team devoted to monitoring this ever-changing landscape is essential to keeping companies out of trouble with federal, state, and local governments’ laws. When a business is out of compliance, it can result in applicants or employees filing claims based on discriminatory hiring and employment practices or hazardous working conditions. The compliance practitioner or team must fully understand employment laws such as the Fair Labor Standards Act (FLSA), the Family Medical Leave Act (FMLA), Title VII of the Civil Rights Act of 1964, the National Labor Relations Act of 1935, and dozens of other rules and regulations. The HR compliance team is also heavily involved—working in tandem with other HR practitioners—in developing all company policy that makes up the employee handbook,
5. Workplace Safety Of course, every company wants to provide a safe place to work for its employees, and the Occupational Safety and Health Act of 1970 (OSHA) actually mandates that employers provide a safe working environment for their workers. A large focus area for HR is developing and supporting safety training and maintaining federally mandated logs in the event injuries or fatalities happen at work. In addition, this department often works hand-in-hand with benefits specialists to manage the company’s Workers’ Compensation filings.

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How human resources are created?

Human resources: Humans in itself are considered a resource. So, that is why, it is called human resources. People can make the best use of nature to create more resources by applying the knowledge, skill, and the technology.
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What are the 4 types of human made resources?

Human Made Resources – Natural resources become man-made resources when they undergo rapid changes due to human intervention. For example, iron ore is processed to produce steel, so steel is an artificial resource. Buildings, bridges, railways, and automobiles are examples of artificial resources.

1. Technology is also a man-made resource.
2. When humans use natural things to create something new that brings convenience and value to our lives, it is called man-made resources.
3. For example, when we use metal, wood, cement, sand, and solar energy to make buildings, machines, vehicles, bridges, roads, etc., they become man-made resources.

Similarly, technology is also a human-made resource. Human-made resources are mostly renewable. You can rebuild a building or repair a broken machine. And, because people have skills, intelligence, and knowledge, and use technology to turn natural resources into usable and valuable things, they too become themselves.

• Resources.
• This is what we call human resources.
• Human-made resources are mostly renewable.
• You can rebuild a building or repair a broken machine.
• Furthermore, as humans, we aspire to have skills, intelligence, and knowledge, and to use technology to transform natural resources into usable and valuable things, themselves.

Also, become a resource. in a simple way, we can say that human resources are those who add utility to resources by adding value to them. Man-made resources are objects or things that are converted into accessible forms after changing their original form.

For example, electricity is a man-made resource. Examples of man-made resources are plastic, paper, soda, sheet metal, rubber, and brass. Natural resources such as water, crops, sunlight, crude oil, wood, and gold. Therefore, we can say that human resources are elements or substances that do not exist in the natural world and are valuable to human life.

Things that do not occur in the natural world but are valuable to human life are identified as man-made resources. Some examples of resources are paper, rubber, plastic, etc. All the things that humans can interfere with, create, modify and control are also called artificial resources.

1. People have developed technology, skills, and the ability to generate resources.
2. It is a fact that natural things are often used by humans to create something new that will add value to people’s lives.
3. We also talk about man-made resources.
4. Metal, wood, etc.
5. Are natural resources, but humans use them to build roads, structures, etc.

They are usually renewable because they can be regenerated using the same process.
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What are 4 examples of human resources?

What is Human Resources? – Human resources is the person or group of people at a company who manages all things related to its employees. This includes — but is not limited to — hiring, maintaining a budget, recruiting, managing benefits, ensuring employee satisfaction, implementing a company culture, and training new hires.

Based on this definition alone, you can see how it would be difficult to run your operation successfully without the assistance HR provides. That’s why even small and medium-sized businesses (SMBs) have HR departments with employees who oversee all management, engagement, and development between the company and its employees.

HR departments exist to support you and your employees so you can continue doing your jobs successfully. The work and responsibilities of a human resources employee will touch a large portion of your business every day. So what does that mean for you? Let’s review some of the most common responsibilities these employees have so you can better understand the impact HR will have on your company.
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What are the types of human resources?

Why are human beings considered as special resources on the Earth? Human beings can explore, develop and convert natural resources into useful goods. Right on! Give the BNAT exam to get a 100% scholarship for BYJUS courses The population of human beings in the world is ever-increasing. Suggest Corrections 32 : Why are human beings considered as special resources on the Earth?
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