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Why is a strategic approach to HR management needed?
The Education and Training Services sector is broad and typically includes preschools and schools. For the purposes of this guide, the focus is on primary and secondary schools, and higher or tertiary education institutions such as universities and technical colleges.
An institution’s workforce consists of multiple cohorts, including full-time academic staff, contingent faculty, casual contractors, and non-academic staff. Each of these cohorts has unique needs and their motivations throughout the employee lifecycle may differ widely.
A strategic approach to people management is required. At a foundational level, that means having the right people with the right qualifications in the right roles at the right time and place. Beyond that, it’s about providing a unique employee experience (EX) that engages and develops your people. It’s also about using data to guide decision-making and provide insights to your business – all while remaining compliant with relevant laws and regulations.
How can technology help?
Whether it’s creating efficient rosters, streamlining contract management, embedding effective performance management practices, or centralising employee records, innovative HR and workforce management technology is essential in the Education industry.
This guide examines why a strategic HR function – fueled by that technology – can drive business success.
In our guide, you’ll discover more about:
How a strategic approach to HR management can impact business performance
The unique people-related challenges facing businesses in the Education industry
How the right HR and workforce management technology can help
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