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The Case for Strategic Human Capital Management in Education

What is strategic human capital management (HCM)?

Depending on where you look, you’ll see different definitions: • People Managing People defines HCM as “the collection of organizational practices related to the acquisition, management, and development of the human workforce.” • Oracle distinguishes HCM from HR by the workforce rewards (compensation, benefits, and payroll) and talent and workforce management (the HR functions related to positive and negative time management) that go beyond traditional HR. “Faceptati omnim volupti ullorumeni rem. Ut ventur, consequam iumquam, si dolorer Of course, you know how important it is to consider the differences between HCM in other industries versus education. Potentially the biggest difference? Students. itatur res etur ut omnietur.” HCM in K-12 is still about people, but the impact on student outcomes in the classroom, finite financial and Harit, sent. Ihillupta sequam quid quo ex workforce resources, and complex compliance requirements make K-12 HCM feel different. ex eate etum quisquid ellacerum estibus nonsequassit utatur, ute dit harunt es aut Effective HCM allows you and your fellow administrators to better attract, retain, and professionally develop undandi volorum quunte ped. teachers and staff while making HR interactions as effective and efficient as possible. The result? You and your team are better able to make the most of limited resources and ensure that every student has access to excellent teachers — the single biggest factor impacting their education. It may not be a surprise to educators that teachers have a larger effect on student performance than any other factor, including services, facilities, leadership, prior ability, socioeconomic status, and even positive home/family dynamics. Why now?

After enduring one of the most difficult times in the history of U.S. education, what makes now the best time to examine your current approach to human capital management (HCM) and opportunities to improve? With an effective strategy for HCM, you can feel more prepared to take on these challenges: • The teacher shortage is likely to continue: more teachers will retire, and demand for new teachers, substitutes, and staff will continue to outpace supply for years to come. • Shifting regulations around HR, compliance, and privacy threaten to complicate daily operations. • COVID-19 added new wrinkles to meeting state requirements for personnel recordkeeping, leave management, teacher evaluations, professional development, certification, and other processes. • Teacher morale has suffered throughout the pandemic and has much ground to make up. The need to attract, engage, and support teachers is as great — or greater — than it has ever been. Want to learn more about what strategic HCM could do for you? Learn about Frontline’s HCM suite here.

The Effects of Inefficiencies on School Administrators

Missing a few hairs on your head? You might be spending time pulling out your hair dealing with a temperamental printer.

Relentless compliance deadlines can induce brain fog.

Struggling to recruit for open positions may lead to a heavy heart.

Work-life balance might feel out of reach — an ever-increasing workload induces a feeling of walking along an endless tight rope. Thanks to late nights at the office and early mornings, administrators rarely get the recommended 8 hours of sleep — and wake up feeling like they have bags under their eyes.

Aches and pains pop up due to the physical strain of lugging around heavy piles of paper.

Endless manual data entry induces

soreness in fingers and hands.

Constant dull aches in the pit of your stomach are common when every season brings a fresh set of challenges.

What would your day-to-day look like if you could make inefficiencies a thing of the past? With only so many hours in a day, you need to be able to make the most of your time — not only for the sake of your district, but also for your own sake.

There’s a better way!

FrontlineEducation.com/HCM