School of Business

Master of Business Administration

BHRM575 – Managing Human Resources

Group-Project

Summer 2018 – 2019

The HR process in education sector- a case study at Baalback Community School

in Lebanon- Bekaa region- Baalback area

Group Members:

Student Name Student ID Signature

Maria Daher Al- Yahfoufi 20430291

Abdo Mokdad 81520009

Submitted To : Dr. Ibrahim Baghdadi

pg. 1
ACKNOWLEDGEMENTS

First, we would proudly like to dedicate our work to all the academic staff who helped have our
academic way throughout our time in this university.

Second, we would thank all our teachers in LIU for being so supportive and encouraging,
especially we would thank our instructor Dr. Ibrahim Baghdadi for being so helpful and
cooperative throughout the different stages of this research, as we would like to thank him for
his guidance, and enthusiasm which were the main reason behind the success of this project.

Last , a special thanks for Mr. Bashir Harb , the director of Manner school , for hosting us and
delivering the needed information resulting in the success of our project .

pg. 2
Table of Contents
I. Executive Summary ....................................... Error! Bookmark not defined.

II. Introduction ................................................. Error! Bookmark not defined.

III. Overview of the organization .......................... Error! Bookmark not defined.

IV. Structure of the organization ........................... Error! Bookmark not defined.

V. Literature review .......................................... Error! Bookmark not defined.

VI. Analysis of the HR process within the organizationError! Bookmark not defined.

VII. Diagnosis of the problems associated with the HR functionError! Bookmark not
defined.

VIII. Conclusion and Recommendations ................... Error! Bookmark not defined.

IX. References ................................................... Error! Bookmark not defined.

pg. 3
 I. Executive Summary

Human Resource Management is an important function of any organization. It is mostly

defined as the process of developing human expertise through organization
development and personnel training . The members who work in the human resources
division are known as resource managers. The company must use its human resource to
help it to achieve its goals and to defend its competitors in the marketplace. On the
other hand, human resource policy and program are important for the company to
advance its strategic goals.As it is usually known that the roles of these managers are
planning, recruiting, selection, induction, training, developing, ensuring safety for
personals in an organization , they are very unique and sensitive in the education sector
than other companies . The manager of the school, teachers and parents constitute as
the main important parts in HR education departments . They all work together to
achieve the school goals.

The owner of schools and HR department influence and train their teachers in a way to
succeed , reach school goals and result in a qualified pool of students having a high a
education level .

The process of defining Human Resource management leads us to two different

definitions : The traditional definition and the contemporary one .

Going throughout these definitions more precisely , it is shown that under the
traditional concept, human resource management is the process of managing people in
organizations in a structured and thorough manner . Whereas , under the contemporary
concept , it encompasses the management of people in organizations from a macro
perspective i.e. managing people in the form of a collective relationship between
management and employees . We must not forget that the culture and the environment
play an important role for the company to success.

pg. 4
 II. Introduction
Previously , human resources was considered as one of the secondary interests of
companies directors and managers. Earlier , managers were focusing on functions
like planning, organizing, staffing and coordinating . However, over the years, the
focus has shifted on managing the employees more than only doing a supervision .
Therefore, the role of the HR in the organization also varies .
In fact, the HR department has gone through drastic changes in the last 10 years
alone. Due to the technological changes that dominated all sectors , the HR
department that exists today looks almost nothing like the ones that existed before.
Therefore , today's HR departments spend their energies managing employee
engagement and training rather than focusing on personnel management and
administrative tasks .
To get the respect the HR department deserves, human resource managers need to
respond to the challenges of low power, imbalance between management and
employees, as well as handling the workforce in difficult circumstances.
The evolution of the HR role across years within different sectors was shown as
below :
• Labor Relations
In the 1900s , employees were treated as interchangeable persons by company's
managers . Nowadays , this mentality was changed through supporting , training and
advising supervisors and managers on labor issues .
• Industrial Relations
In the 1920s, workers’ rights and formal rights emerged. The latest shed light on
developing scientific knowledge, solving problems and dealing with ethical issues.
In the 1940s, personnel performance efficiency was the main objective . During the
1960s, this function evolved to ensure legal compliance. It also included recruiting,

pg. 5
 hiring, training and assessing workers to reach companies goals . Failure will be the
result if those regulations are not under implementation .
The roles of HR :
According to the expert Ulrich , the roles of HR are divided into four quadrants . First
, the administrative experts , placed in the lower -left quadrant, and the employee
relations experts , placed in the lower-right quadrant , reflect a day-to-day
operational focus in the organization. In the upper quadrant , strategic partner and
change agent are placed to describe strategic planning and how the HR department
influences the rest of the company .

pg. 6
 Specifically , human resources in an educational organization refer to all the human
beings working in that organization, including teachers, students, administrators and
all other members of staff working in that organization. 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 organizations. 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 organizations .

Company profile
Baalback Community School is located in Baalback, where the manager is Mr. Bashir
Harb. In addition to that, the manager of HR department in the school is Mrs.
Mervat Shreif.
The resource manager sets a lot of plans to follow when choosing the teachers with
knowledge and skills that suit the educational approach of the school . It will result
in a high educational quality level . Moreover, he does efforts hardly to select the
right persons in the right places to deliver a particular level of output and to
increase the student’s performance. While doing those activities , some principles
have to be taken into account .
These are :
1-Determining which characteristics are more important to perform
2- Measuring these characteristics

pg. 7
 3- Evaluating applicants motivation
4- Deciding who should make hiring decisions

III - Overview of the organization :

Baalback Community School has only one branch located in Lebanon , Bekaa region ,
Baalback area . The school programs and educational strategies rely basically on
english language , and consider the french language as a secondary one .
Teaching hours are a set of 6 variable hours daily from 8 :00 am till 2:30 pm ,
including half an hour break .
Some recreational activities are given for the students to refresh their minds and
retrieve their energy such as sports , crafts , theater , etc.
Students are divided into 3 levels :
- Kindergarten classes
-Primary classes
- Secondary classes
In addition to that , the staff is also divided into different departments based on
separate skills , tasks and duties ( administrative , financial , HR , service ) .
Teachers have to use the materials given by the school administration and they
depend on green boards for KG classes , white boards and active boards for the
primary and secondary classes as well as the presence of projectors , and laptops
when needed .
IV - structure of the organization
Baalback Community School divides the staff as following :
- Administrative department that includes the manager named Georges Saykali ,
manager assistant named SoubehYounis , and employees who are responsible for

pg. 8
 taking managerial actions , checking out the right ongoing of the achievement of the
school aim and goals , taking the essential decisions related to the school ( such as
vacations , time arriving and leaving , etc . ) , teacher's records , student's records ,
personal information , registration and finance and resources .
- Financial department made up of employees with financial skills and duties such as
setting the monthly payments of each student , teachers paying salaries , paying for
the expenses of the school , deployment of limited resources , restriction -
government , parents contribution , budgeting-appropriate distribution ,
contributions , fund raising - care , financial management - decision making and
accountability .
- HR department that includes the supervisor named Salah Haidar and the
coordinators of each course that may take a small part in this department . They are
responsible for the human resources tasks including recruitment , decruitment ,
training , supervision , orientation , etc .
- Service department that includes the coordinators of each course and teachers .
Their role is briefly summarized in delivering the service of education for the
students and give feedback to parents , in addition to student's achievements ,
homework , class work , tests and exams .

Generally , the school is a consideration of a tall and a flat organization in the same
time . All these departments must review back the manager for any big problem
that happened and before taking any decision alone . However , it is shown that for
minor problems inside the classroom , the teacher has the authority to regulate this
problem and take a decision without returning to the manager .
V- Literature review
In fact, Baalback Community School goes throughout the following human resource
process steps:

pg. 9
 1- Identifying human resources policies
The manager and the resource manager are generally responsible for setting the
policies related to human resources management , including policies governing
salaries and salary schedules, terms and conditions of employment, terms of
references for each educational position level, leave conditions , and in-service
training. In addition , they set the required tasks of teachers, conditions and steps
of recruiting, hiring, evaluating, promoting, and disciplining staff .

2 - Recruitment and Hiring

Hiring decisions are perhaps the most important decisions made by a school.
Choosing the right staff ends in a best and effective accomplishment of your
mission . For these reasons, it is essential to include someone that has experience in
making personnel decisions in the hiring process. You will most likely want to have a
hiring committee of three or more people, to insure input from multiple
stakeholders.
In addition , new staff should be fully identified with all the required steps no later
than June, and if it is earlier , it will be preferable . In this way , teachers have
adequate time to prepare before the school actually opens .
In Manner school , the employees feel like they are working in an environment that
seems like their homes , which is a great place to work and have fun at the same
time . Management at Manner school understands the importance of hiring
individual that fit the needs of the company. So that , the company success will be
related to the effective employment of right persons in right places . The hiring
process established by Manner school has proven to be a success.

pg. 10
 The characteristic traits most focused on in Manner school management are
kindness, accountability, individual responsibility, and most importantly the ability to
perform in a teamwork.
The basic steps involved in an effective recruitment and hiring process are:

a- Develop a position description

are the backbone of a good HR system. For a successful job performance , the
position description should be well written in a detailed way that clarifies the
responsibilities and duties of a job, and the necessary skills, knowledge, and
experience to avoid any kind of defect. Good human resource management
decisions are job focused .
In order to implement this step effectively and successfully , they set first the basic
an critical responsibilities of the job position . What does this person need to do?
How often does he/she need to do these things (daily, weekly, monthly, as
necessary) ? Toward whom these tasks are directed ( students, other staff, parents,
or community members) ? In what way should the staff submit their job to ensure
its fulfillment ?
Next, the education skills, staff knowledge , characteristics and experiences
necessary for successful performance of these critical responsibilities should be well
determined. This may, for example, include the teacher bachelor degree , previous
experiences in education domain , acquired languages and computer skills if
required .
Finally, some of these skills and characteristics are secondary but not necessarily
critical but have consequences on the success of job performance. This might
include additional years of teaching experience, a master’s degree, or experience
working with private students at home .

pg. 11
 Some other information might be present in the job description such as a brief
description and a history of the organization , the structure and goal of the
organization , who will supervise this position , and the time of the contract of this
position .
It is important to focus in the position description on the issue that these
descriptions may dead and revive with a new updated context . An annual review
and revision of these documents is a must .

b- Post the position

The actual search for applicants begins after developing the position description .So ,
it is important to think about the right ways and right places to find applicants with
the desired skills, knowledge and experience . The number of applications received (
low or high ) also plays a role in this section .
Some of the advertising ways used in the school to post positions :
The most obvious and used way is the local newspaper. To attract applicants, a short
advertisement with the enough needed information is sufficient . The shortest the
advertisement , the less expensive it is .
Paper short quotes advertisements printed and distributed to libraries and other
companies is an effective cheap way .
Websites tend to be the easiest, cheapest, quickest and, increasingly, the most
effective way to recruit. Other social media like facebook , and instagram
applications serve as means for sharing post positions needs .
Word of mouth and personal contacts
From your applicant file – Schools often open their doors to receive applications
even in employees surplus status. These applications are archived for future needs
and job openings. Once it is requested , the applicants were called and invited to the
interviews

pg. 12
 c- Receive and screen applications
When all applications are received , the HR hiring department follows its own
screening tool in order to decide which candidates will be invited for an interview .
The screening tool is a consideration of ratings levels used to test the level of
similarities between the skills and knowledge of the applicant against the required
ones for the job position .

d- Interviews
The resource manager have to prepare a list of open - ended interviewing questions
related to past job performance that help the interviewee to talk and express freely.
This will help the interviewer to get a deep idea about other qualifications not
obvious in the application form .
These questions should be flexible to result in an effective interview .
Therefore , the interviewer will a have a preconceived idea about the degree to
which candidates fit with the school culture . Are they team workers ? do they have
the ability to work under stress? Are they able to set a plan B when plan A fails ? Any
question related to applicant's past job performance is related directly to the way in
which this applicant has previously performed in other settings .
Two interviews were made , an initial screening interview and a later, more in-depth
interview. The first interview includes the open - ended questions already
mentioned while the second one includes a more discussion about the job
specifications and the skills if the applicant is accepted and if not , the second
interview will be a consideration of telling the cause of refusal , and giving advance
and some recommendations to the applicant to find new job opportunities .

pg. 13
 Before making the final hiring decision , the applicant is invited to give and explain
lessons in any classroom for a small portion of the day in the presence of teachers
coordinator who will observe , take comments and evaluate his/her performance .

e-Check references and credentials

Reference checking can be done at any stage in the hiring process. And this will be
helpful to get the direct feedback about the applicant and highlight on some
problems not previously identified if present . Get permission from applicants to
check references.
Reference questions should be job related and consistently applied. As with
interview questions, the best reference questions are open-ended and related to
actual job performance.

f- The hiring decision

The resource manager with the director must take responsibility for the hiring
decision, choosing the candidate who most closely meets the requirements of the
job.
The applicants must pass in a trial period of 3 months .

g- The employment contract

A contract including all the items previously agreed on has to be prepared in order
to sign with the applicant once approved on the job position .
It takes the form of an offer letter that includes the position title, salary, days of
work, benefits, leave policy, and other pertinent employment information.

pg. 14
 This employment contract is based on a mutual consent between the school and
the employee. Either party has the right to terminate the employment relationship
at any time, with or without cause or advance notice.

3- Orientation and induction

The new employee should be very knowledgeable about his position description ,
the material and handbook to be used and the job policies related to his
employment position . After reading all the details by the employee the contract is
to be signed now .
Orientation gives the new employee the feeling of being familiar with the school and
the remaining teachers , so that he/she feels himself or herself directly as a part of
the team .
In our example , the HR department at Manner school make up an appropriate
orientation plan and on-boarding program for the new employers . The last ones
receive training that covers the workplace policies and standards to be followed in
the education sector .

4- Benefits
Teaching comes with many of additional benefits of most careers. Teachers are
entitled to insurance for themselves and their families, including medical, dental and
vision coverage. They are also entitled to sick days and paid leave. In addition to the
increase in the salary as their experience increases. Teachers are also eligible for a
wide variety of teaching grants . And of course, there’s summer vacation paid .

5- Training and development

pg. 15
 Training involves improving the effectiveness of schools and the individuals and
teams within them. Training may be viewed as related to immediate changes in
organizational effectiveness via organized instruction, while development is related to
the progress of longer-term organizational and employee goals.
Training has been used in organizations for the past several decades. There are
many benefits for training and development , some of these are listed below :
 Increased productivity and job performance
 Skills development
 Team development
 Decreasing safety-related accidents

6- Employees relations

Employee relationship management is a process used by most of the organizations ,

including also schools , to effectively manage all interactions with employees . This
leads to the full achievement of the goals of the organization. The HR department
can play a critical role in this process, and this can be implemented through training
and coaching the employees .
In this way , the company now is able to enhance the relationship between
employees and to measure and monitor those relationships to determine whether
the objectives are being met .
Companies follow several ways to reinforce their employees relationships . Some of
these are :
a- Promote Open Communication
Communication harmonizes the employee relationships . This can includes both ,
relationships between employees , as well as relationships between employees and
managers . So , the company should make the communication as part of its culture .

pg. 16
 b- Schedule a Communication Workshop
The manager of the company should schedule a workshop with the topic of the
importance of communication between all members of an organization in fully
achieve the company aim and goals.

c- Encourage Employee Cooperation

Group work is not a competition , however it is a means of cooperating and
collaborating together to achieve common goals . And every individual in this group
has a vital role in achieving those goals .
As a result of this , companies managers work on different steps that can help reach
this effectiveness . First , they distribute tasks equally among employees based on
the degree of license and experience . Second , they can charge a group of 2 or more
workers on a specific mission to be submitted on a precise deadline . In addition ,
managers can organize a weekly hour for fun . All of these ways and others can
encourage employees cooperation

7- Decruitment
Decruitment is the process by which an organization reduces its workforce .
Various decruitment options are available to a company :
a- Firing : A permanent involuntary separation of worker from the organization
b- layoffs : A temporary involuntary separation of worker from the organization (
from few days up to years ).
c- Attrition : This occur when the employees of voluntary terminations or normal
retirements are not replaced by new ones .
d- Transfers : This happens when employees are moved from their current position
to another one either laterally or downward .

pg. 17
 e - Reduced workweeks : This is achieved by having employees work fewer hours
per week , share jobs or perform their jobs on part-time basis .
f- Early retirements : It is the process of offering incentives for older employees to
retire before their normal retirement date .
g- Job sharing : This is achieved by having employees share one full-time position .

VI - Analysis of the HR process within the organization

1. school policy
 all staff , teachers and students must obey the rules of the school. everyone
should arrive and leave on time, not after and not before, from 8:00 AM to 2:45
PM. from Monday to Friday, while Saturdays and Sundays are off.
 teachers are responsible to prepare a weekly, monthly and annual planning and
the coordinator will be responsible about reviewing, agreeing and follow up
intensively with them these planning. in addition to the teacher's preparation
book that should be updated daily and reviewed by the coordinators.
 KGs teachers should be present in all the breaks together with the students on
the ground floor in order to avoid any accidents.
 Baalback Community School follows the official holidays that are specified by the
government, in addition to two seasonal holidays at the end of the
year(Christmas and new year) and at the beginning of spring. Regarding strikes,
Baalback Community School keeps the decision to participate or not according
to the workloads and the progress of the curriculum.

2. recruitment
 Baalback Community School has an open door applying system for requirement.
teachers can apply there while the application will be kept on hold until they
have vacancies. teachers will be contacted for an interview where they prepare a
lesson and discuss it in the presence of the HQ department and responsible
coordinators. According to the evaluation of the lesson discussion, the teacher
will be anyway contacted again to inform about the positive or the negative
decision regarding their requirement.
 salary scales are good enough compared to others, it will be decided based on
experience but not less than 850000L.L

pg. 18
  teachers have a one year contract that will be renewed at the end of each year.

3. orientation and induction

 whenever a teacher will be hired in Manner schools, the HR department's
responsible will introduce her/him to all the education staff and colleagues. in
addition to a school classes and departments.

4. benefits

Health Insurance
Dental Insurance
Vision Insurance
Health Savings Account (HSA)
Insurance, Health &
Life Insurance
Wellness
Disability Insurance
Occupation Accident Insurance
Retiree Health & Medical
Accidental Death & Dismemberment
Insurance
Pension Plan
Financial & Retirement Plan
Retirement Employee Stock Purchase Plan
Performance Bonus
Supplemental Workers' Compensation
Maternity & Paternity Leave
Work From Home
Family & Parenting Childcare
Reduced or Flexible Hours
Military Leave
Family Medical Leave
Employee Discount (65%)
Employee Assistance Program
Perks & Discounts
Mobile Phone Discount
School Car
Legal Assistance
Job Training
Professional Support
Professional Development
Tuition Assistance

pg. 19
 5. Training and developments
 each new teacher will have an intensive training about the best teaching
methodologies before starting her teaching presses.
 whenever a new update on the books or curriculum exists, all teachers and
responsible should be trained for the best practice of this update.

6. employee relations
 Manner schools tries as much as possible to strengthen the relation between its
staff members in order to keep on the good environment and ambience inside
the school. for this, they conduct some gatherings during the teachers day or
Easter or Ramadan eve's, a lunch or a dinner where all the teachers will be
invited and celebrate together. on the other hand, they ask teachers in each
season to renew the decorations and the boarders in groups for the same
reason.

7. Decruitment
 at the end of each year, the school will conduct an evaluation where all the
teachers will pass an individual evaluation to decide whether he/she will
continue for the next year or will not be any more in Manner school so that
he/she will have enough time during summer to search for a new vacancy in
another school. on the other, any teacher that have a good reason to leave has
to inform the school one month in advance.

VII - Diagnosis of the problems associated with the HR function

The success of the school depends heavily on the human resources execution for all
educational programs planned to be achieved within the school strategy . The
management of human resources is not as simple as we think and expect. Different
teachers have different minds , different backgrounds , skills and qualifications . And
their productivity is highly dependent on the person’s ability to instruct.
The Human resources management process face a number of challenges that have a
direct effect on the achievement of our predetermined educational objectives .
Some of these are mentioned below :

pg. 20
 1- Poor Working Condition
It is not out of way if staff expects to be paid finance rewards commensurate with
the services performed. The ideal thing is to have a systematic producer for
establishing a sound reward system and structure. A good remuneration tends to
reduce inequalities between staff earnings, raise their individual morale, motivate
them to work for pay increase and promotions, reduces inter group friction and
employee grievances. Teachers salaries are not paid along side with other civil
servants and in some cases, teachers are owned many months of salary areas.

2 - Problems of Staffing
The problem of staffing is enormous. There are problem on the quality and quantity
of staff recruited for the education of our citizens. The reason is from poor staff
recruitment and selection process.

3- High rate of students and staff indiscipline

Lack of knowledge about the policies and regulations of the school .

4- Funding issues

5- Poor recruitment process

Any defect present in any step of the process of recruiting new staff will result in a
poor human resources management .

6- Little or no induction of human resources

7- Poor supervision/appraisal of staff

pg. 21
 8- Poor personnel commitment to work

9- Incessant transfer of teachers

10-Absence of training
The major problem that faced the schools is the absence of training the employee.
Schools must usually retrain their teacher’s in order to increase their performance
and strengthen their teaching skills to be adopted with a new curriculum .keeping
up to speed with latest teaching methods and technologies for the classroom is a
key focus for HR who need to implement the right training programs for staff.
Therefore , all teachers meet all the necessary learning needs before entering the
classroom

11- Lack of ideas sharing

Communication between staff and resource managers is helpful , as resource
managers get an advice for the staff and especially new employees how to proceed
further and prevent mistakes in work that may have enormous side effects .

12- Absence of teachers appreciation

Adequate compensation, bonus pay, good housing and support in the form of
professional development opportunities should be used to encourage teachers to
accept positions in rural or disadvantaged areas.

pg. 22
 VIII- Conclusions and recommendations

As the education is an important human right and needs to be achieved successfully,

the following are some recommendations for schools effectiveness .

1. Creation of a contributory, helpful and friendly atmosphere for teachers .

2. The government must pay attention and focus on the education sector through
several ways:
a- There must be more supervision from the government on the classes in schools ,
number of students in class, performance of teachers, new platform and managers .
b-Moreover, it's the responsibility of the government to provide scholar ships for
students
c- It is also responsible for choosing the proper manager who knows how to hire the
right employees in the right places .
d-The government must put a united salary structure for all categories of teachers
within the education sector.
3. Third important issue in school effectiveness is the management of human
resources which starts with the effective and efficient selection of staff and teachers
with clear descriptions and specifications . In addition, the management of human
resources is a continuous process that implies training and developing staff as well
as teachers to support them and offer them the feeling of ownership of the school .
When schools staff are trained regularly on any new topic or job related strategy ,
their productivity increased ,processes of teaching and learning are improved , long
term absence is prevented , as well as problems escalation will cease .

pg. 23
 4- Ensure greater links between teachers, administrators and the parents for the
well-being and progress of children. This would entail the involvement of parents in
the performance of their children by giving them frequent information about
progress, as well as holding more social events at school which encourage them to
attend.
5- Understand : Human resource managers must understand what support their staff
need in order to ensure their well being and safety .
This may include identifying potential high-risk areas, roles or locations, or specific
issues staff struggle with such as behavior management, workload and excessive
hours.
6-Talk to HR!The employee must seek to advice from the human resource manager
before proceeding to any further step . In case of advice absence , mistakes can
appear that are costly sometimes in time and maybe in money .
7-Look at existing HR policies – and implement new ones if necessary :When
employees follow the HR policies and implement it correctly , there will be no fear of
not behaving well and making mistakes . And sometimes , new HR policies are
created and implemented . In this way , staff will be sure that there will be no
negative impact on their career or employment now or in the future .
8- Teachers mentoring : Mentoring is the process by which the mentor (resource
manager) advises and guides the mentee ( teachers ) to achieve personal and
professional development . Mentoring is crucial to empower the employees to
achieve the school goals .
In the past , the absence of HR Department at schools affected it negatively. In
addition to the penalty paid, their reputation was affected as well, and that caused a
decrease in its sales. As human resources become one of the crucial departments in
each company , the consideration of human capital importance in the company was
highly increased . Besides, Human resources specialists at Manner School are

pg. 24
 charged with the responsibility of determining the level of employee satisfaction ,
often an ambiguous measurement at best. With carefully designed employee
surveys, focus groups and an exit interview strategy, the human resources
determines what underlies employee dissatisfaction and addresses those issues to
motivate employees.
In conclusion, having an HR Department helped Baalback Community School greatly,
as it gained a special section that knows the information about all other department.
In fact, this issue helped the school greatly in terms of increased sales, high
education level, and satisfied employer.

IX - References
1- https://www.humanresourcesedu.org/what-is-human-resources/
2- http://smallbusiness.chron.com/six-main-functions-human-resource-department-
60693.html
3- https://www.grin.com/document/286040
4-http://www.iloencyclopaedia.org/contents/part-iii-48230/labor-relations-and-
human-resource-management
5-https://www.slideshare.net/CreativeHRM/david-ulrichs-hr-
model.linkedin.com/pulse/20140807122102-245737269-industrial-relations-hrm-
ihrm
6-Blandford, S. (1997) Resource Management in Schools. London: Pitman Publishing.
(http://www.leeds.ac.uk/educol/documents/00001621.htm)
7-Whitaker, P. (1993) Managing Change in Schools. Buckingham: Open University
Press. (https://openlibrary.org/books/OL1720588M/Managing_change_in_schools)
8- Dr. (Mrs) Chinyere A. Omebe, HUMAN RESOURCE MANAGEMENT IN EDUCATION:
ISSUES AND CHALLENGES, Published by British Journal of Education
Vol.2,No.7,pp.26-31, December 2014 (www.eajournals.org).

pg. 25
pg. 26