ROLE MODELING IN EDUCATION MANAGEMENT
Creators: name: Yurtsever, Arzu
Publisher: name: Zenodo
Year: 2023
Subjects: Management, Local Government, Politics, Local Politics, Municipality

description: Over the course of the past few years, academics and politicians have been more vocal in their support for the implementation of strategic human resource (HR) management. Their objective has been to establish a one-to-one relationship between HR policies and procedures and the measurable results achieved by businesses. For example, administrators have put a significant amount of money and effort into developing specific strategies to address each of the following three objectives: student achievement (Baker, 2017), teacher retention (Kolbe and Strunk, 2012), and principal retention (Grissom and Bartanen, 2019). Baker (2017), Kolbe and Strunk (2012), and Grissom and Bartanen (2019) each investigate these three findings in their own articles. Baker (2017) is the most recent to do so. These fundamentally distinct and distinct endeavors have had varying degrees of success, with some producing great outcomes (Feng &amp; Sass, 2018; Springer, Swain, &amp; Rodriguez, 2016) and others producing less yield (Imberman &amp; Lovenheim, 2015; Spring et al., 2012). These results can be attributed to the fact that these endeavors are fundamentally separate and distinct from one another. These pursuits have no meaningful connection to one another at any point in time or space. There have been times when the results of these efforts have been satisfactory (Feng &amp; Sass, 2018; Springer, Swain, &amp; Rodriguez, 2016). There may be a connection between the lack of more sustainable development and efforts that are not integrated with one another and do not include a strategic view on the management of people. This is done in order to make certain that the HR processes and employee competencies are connected to the purpose of the school district, which is to improve the outcomes for the students. There are many different ways to define talent management; however, we adhere to the more broad definition offered by Stahl et al. (2007), which describes talent management as the process of recruiting, selecting, developing, and retaining critical people. This definition was published in September 2020, 870-919 872. In the context of this study, a particular emphasis is placed on the cultivation and upkeep of principals in order to cultivate and maintain teacher care and development. This is done in order to ensure the continuity of the educational system. Researchers Araujo, Carniero, Cruz-Aguayso, and Schady (2016) and Chetty, Friedman, and Rockoff (2014) agree that educators (managers and trainers) should be regarded as valuable members of the workforce. This is as a result of the fact that we are aware that teachers have the greatest influence on the overall success of the educational experiences that their students have when they are in the classroom with those students. This method is more comprehensive than other definitions of talent, which may focus more narrowly on people whose employers have deemed to have "high potential" (Bjorkman et al., 2013). This technique is more effective than other definitions of talent.