...Recruiting and Retaining Teachers in South Carolina HLTH 5040 July 3, 2014 Proposal When we think of recruiting and retaining teachers, we assume these college graduate students just apply to a school district and anxiously wait for a reply, well in the state of South Carolina recruitment starts as early before a high school student graduates from high school. The State of South Carolina has a program called FELLOWS which allows students to attend 11participating colleges or universities in the state. In this paper I will discuss the beginning of recruitment in high school graduates and the retention of these college grad students. The criteria of the FELLOW program and the benefits of the program. At the end of this paper we will be able to fully understand Recruitment and retaining teachers in South Carolina. Recruitment and Retention The Teachers Fellows program which is known as “The Program” and managed by the Center for Educator Recruitment, Retention and Achievement is a scholar program available to students who wants to attend college and become a public school teacher in South Carolina. In 1999, the SC General Assembly noticed a shortage in teachers in our state which lead to creating ”The Program”, it was made to recruit talented High school seniors with the completion of graduating 12th grade and into teaching profession and equip...
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...Human Resource Department Roles Audrick Willis HCS/341 May 8, 2013 Teletha Leonard Human Resource Department Roles Most organizations today have a human resource deparment. All HR deparments have roles that play for the organization regardless of the type and size. The purpose of the human deparment is to assist the human portion of the company. Its imporant that each organization has a HR deparment that is effiecient and has great quality this benefit the organization is varies ways. The functional roles of the HR deparment are very important towards the human because human are known to be very important to an organization. (Stringer) A very imporant function of the HR deparment is recruiment. The role of the recruiment function is to make sure that they recruit the right people for the job. (Stringer) They also then have made sure the each person they hired is in the correct job postions based upon their skills and abilities. This is a very important job and has a huge impact on the impact because as long as the employee do their jobs correct the organization will be a success. They also help with the interview process testing the employee abilities that they have for the job. Training the employees for the skills that are required for a job is also a functional role of the HR deparment. They have a trainging specialist that teaches the employees the learning objective and methods they need to do their job correctly. (Stringer) Most time the training is for leadership...
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...Table of Contents 1.0 Executive Summary 2 2.0 Objectives 3 3.2 Industry 4 3.3 Competitors 5 3.4 Services Offering 5 3.5 Keys to Success 5 3.6 Critical Issues 6 3.7 Technology 6 4.0 Marketing and Advertising Strategy 7 4.1 Mission 7 4.2 Marketing Objectives 7 4.3 Financial Objectives 8 4.4 Marketing Mix 8 5.0 Management Team 9 5.1 Management Talent and Skills 9 6.0 Financial Plan 10 6.1 Balance Sheet (at start) 10 6.3 Break-even Analysis 16 Recommendations 19 Conclusion 19 1.0 Executive Summary PakkiNoukri is an online recruitment center which operates from Karachi, as a recruitment agency in the main business area of Karachi that is I. I. Chundrigar Road. Establishment of PakkiNoukri Recruitment Center will provide recruitment services to its clients (Candidates and Companies) all over Pakistan. PakkiNoukri will market its activities to its clients by having a marketing strategy, which contains website, printed adds, sms marketing, facebookfan page and linkedin page. PakkiNoukri has made four classes to candidates, available or seeking jobs, and according to the different level of candidates PakkiNoukri has a different pricing policy for the candidate and as well as for the company. Following is the Services Income forecast for the Fiscal Year 2013 to 2016. 2.0 Objectives * To earn at-least 15% profit at first year of services * To attract and fulfill the available jobs with the suitable candidates ...
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...Department Of Business Administration Department Of Business Administration University Of Asia Pacific University Of Asia Pacific Course Code: MHR 201 Course Title: Administration, Office Management and Secretarial Practices Report Office recruitment Submitted to: Sadia Tangem, Assistant Professor Dept. of Business Administration University of Asia Pacific Submitted to: Sadia Tangem, Assistant Professor Dept. of Business Administration University of Asia Pacific Submitted By ID ID Name Name 14102046 14102046 Md. Mahfuzur rahman Md. Mahfuzur rahman 14102048 14102048 Akib hasasn khan Akib hasasn khan 14102058 14102058 Asif amer Asif amer 14102067 14102067 Md. Abu saleh Md. Abu saleh 14102072 14102072 MD. Sayeeed Ibna zaman MD. Sayeeed Ibna zaman Date of Submission: I. Letter of transmittal Sadia Tangem Assistant Professor, Business Administration, UAP Spring – 2015 Subject: Submission of Report on “Office Recruitment?” Dear Madam, It is a great pleasure and privilege to present the assignment titled “office recruitment” which was assigned to us as a partial requirement for the completion of this course MHR 201 (Organizational Behavior). Throughout the study we have tried with the best of our capacity to accommodate as much information and relevant issues as possible and tried to follow the instructions as you have suggested. We tried our best to make this assignment as much informative as possible. We sincerely believe that it...
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...Original Article Mobbing against nurses in the workplace in Turkey inr_815 328..334 S.Y. Efe1 MSN & S. Ayaz2 PhD 1 Specialist, 2 Assistant Professor, Nursing Department, Gazi University Faculty of Health Sciences, Ankara, Turkey EFE S.Y. & AYAZ S. (2010) Mobbing against nurses in the workplace in Turkey. International Nursing Review 57, 328–334 Aim: The aim of the study was to determine whether the nurses have been exposed to mobbing or not, and to reveal the causes of the mobbing between 3 November 2008 and 31 December 2008. Methods: This research was a mixed method study involving survey and focus group interviews. The sample was calculated using sample calculation formula, and 206 nurses were included in the survey study. Four focus group interviews were later carried out with 16 nurses. The survey method and semi-structured question form were used to collect data. The percentage and chi-square were used to evaluate the quantitative data, and for the analysis of the qualitative data, descriptive analyses were made through direct quotations from the nurses’ statements. Findings: According to the mobbing scale, 9.7% of the nurses had been exposed to mobbing, but according to their own declarations, 33% had been exposed. Some of the nurses (25.2%) who expressed that they had been exposed to mobbing reported that the executor of mobbing was the head nurse and 9.2% said that the reason for mobbing was ‘communication problems’. Nurses under 25 years of age and...
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...ACKNOWLEDGEMENT “Acknowledging the debt is not easy for us as we are indebted to so many people”. I take this opportunity in expressing the fact that this project report is the result of incredible amount of encouragement and co-operation that I have received from others. Words alone cannot express my deep sense of gratitude to Mr. Asoka Weerakoon-HR-Admin EAM maliban Textiles Pvt Ltd. Jordan, who provided me an opportunity to meet him when he came to Srilanka and to get the information I needed to do this project. His valuable guidance & support made this project work an enlightening educational experience. I would like to express my deep sense of gratitude to everyone who directly or indirectly helped me during my project work. M.V.M. Rodrigo EXECUTIVE SUMMARY People form an integral part of the organization. The efficiency and quality of its people determines the fate of the organization. Hence choice of right people and placing them at right place becomes essential. Recruiting and selection comes at this point of time in the picture. Recruiting is a strategic function for HR department. Recruitment and selection form the process of hiring the employees. Recruitment is the systematic process of generating a pool of qualified applicant for organization job. The process includes the step like HR planning attracting applicant and screening them. This step is affected by various factors, which can be internal as well as external. The...
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