Assignment Instructions

This assignment is worth 60 points. To earn the full 60 points, responses will need to accurately apply course concepts to the questions below. Retention and Recruiting Read the Lexington Herald Leader’s article titled: “At least 28,000 teachers left Ky. classrooms since 2010, teacher shortage study says.” Be sure to also watch the video that is embedded in the article. https://www.kentucky.com/news/local/education/article236360663.html Consider this news article and video from the perspective of the course material on: 1. Workforce Planning and Recruitment 2. Retention and benefits You are welcome to apply additional course materials if you see them as relevant. 1) Describe the turnover rates of teachers in Kentucky, and how it compares to past years. Then, considering what we learned about (1) workforce planning and recruitment and (2) benefits and retention, what conditions are contributing to a shortage of teachers in Kentucky? In other words, why are teachers leaving the profession, and why is it difficult to recruit new teachers? 2) Consider the responses/tactics to address a labor shortage we learned about in the workforce planning lecture (i.e., “How to address a shortage?”). What tactic(s) are school leaders using? 3) Considering what we learned about retention and benefits, make two recommendations to school leaders to increase their teacher retention. 4) Considering what we learned about the factors that help boost recruitment (by building a pool of applicants and generating applications with the necessary qualifications), what one thing would you recommend that school leaders or policy makers could do to recruit applicants to teaching positions? HR Trends Companies are increasingly realizing that employees are a potential source of competitive advantage. At the same time, however, companies are also relying on external employees, such as temporary workers or contract workers, to save costs (Gowan Lepak, 2020). 5) Based on the lecture of HR trends, as a manager, how do you determine which kinds of employees to retain internally and which kinds of employees to hire externally? What implications do you think your decision will have for the efforts of your employees? In order to receive full credit: 1. Your response should be a minimum of one single-spaced page, but a maximum of two single-spaced pages. 2. Your responses should be thorough. You can respond to each question separately, and if you choose to do so, please indicate the question number (Do NOT copy the entire question into your answer). Or you can write in full paper/paragraph format. 3. You should accurately apply the course materials, and demonstrate high-quality writing (grammatically correct, complete sentences).. This assignment is worth 60 points. To earn the full 60 points, responses will need to accurately apply course concepts to the questions below.
 
Retention and Recruiting
 
Read the Lexington Herald Leader’s article titled: At least 28,000 teachers left Ky. classrooms since 2010, teacher shortage study says.Be sure to also watch the video that is embedded in the article.
 
https://www.kentucky.com/news/local/education/article236360663.html
 
Consider this news article and video from the perspective of the course material on:

  1. Workforce Planning and Recruitment
  2. Retention and benefits

 
You are welcome to apply additional course materials if you see them as relevant.
 

  • Describe the turnover rates of teachers in Kentucky, and how it compares to past years. Then, considering what we learned about (1) workforce planning and recruitment and (2) benefits and retention, what conditions are contributing to a shortage of teachers in Kentucky? In other words, why are teachers leaving the profession, and why is it difficult to recruit new teachers?
  • Consider the responses/tactics to address a labor shortage we learned about in the workforce planning lecture (i.e., “How to address a shortage?”). What tactic(s) are school leaders using?
  • Considering what we learned about retention and benefits, make two recommendations to school leaders to increase their teacher retention.
  • Considering what we learned about the factors that help boost recruitment (by building a pool of applicants and generating applications with the necessary qualifications), what one thing would you recommend that school leaders or policy makers could do to recruit applicants to teaching positions?

 
HR Trends
Companies are increasingly realizing that employees are a potential source of competitive advantage. At the same time, however, companies are also relying on external employees, such as temporary workers or contract workers, to save costs (Gowan & Lepak, 2020).

  • Based on the lecture of HR trends, as a manager, how do you determine which kinds of employees to retain internally and which kinds of employees to hire externally? What implications do you think your decision will have for the efforts of your employees?

 
 
In order to receive full credit:

  1. Your response should be a minimum of one single-spaced page, but a maximum of two single-spaced pages.
  2. Your responses should be thorough. You can respond to each question separately, and if you choose to do so, please indicate the question number (Do NOT copy the entire question into your answer). Or you can write in full paper/paragraph format.
  3. You should accurately apply the course materials, and demonstrate high-quality writing (grammatically correct, complete sentences).

 

This assignment is worth 60 points. To earn the full 60 points, responses will need to accurately apply course concepts to the questions below. Retention and Recruiting Read the Lexington Herald Leader’s article titled: “At least 28,000 teachers left Ky. classrooms since 2010, teacher shortage study says.” Be sure to also watch the video that is embedded in the article. https://www.kentucky.com/news/local/education/article236360663.html Consider this news article and video from the perspective of the course material on: 1. Workforce Planning and Recruitment 2. Retention and benefits You are welcome to apply additional course materials if you see them as relevant. 1) Describe the turnover rates of teachers in Kentucky, and how it compares to past years. Then, considering what we learned about (1) workforce planning and recruitment and (2) benefits and retention, what conditions are contributing to a shortage of teachers in Kentucky? In other words, why are teachers leaving the profession, and why is it difficult to recruit new teachers? 2) Consider the responses/tactics to address a labor shortage we learned about in the workforce planning lecture (i.e., “How to address a shortage?”). What tactic(s) are school leaders using? 3) Considering what we learned about retention and benefits, make two recommendations to school leaders to increase their teacher retention. 4) Considering what we learned about the factors that help boost recruitment (by building a pool of applicants and generating applications with the necessary qualifications), what one thing would you recommend that school leaders or policy makers could do to recruit applicants to teaching positions? HR Trends Companies are increasingly realizing that employees are a potential source of competitive advantage. At the same time, however, companies are also relying on external employees, such as temporary workers or contract workers, to save costs (Gowan Lepak, 2020). 5) Based on the lecture of HR trends, as a manager, how do you determine which kinds of employees to retain internally and which kinds of employees to hire externally? What implications do you think your decision will have for the efforts of your employees? In order to receive full credit: 1. Your response should be a minimum of one single-spaced page, but a maximum of two single-spaced pages. 2. Your responses should be thorough. You can respond to each question separately, and if you choose to do so, please indicate the question number (Do NOT copy the entire question into your answer). Or you can write in full paper/paragraph format. 3. You should accurately apply the course materials, and demonstrate high-quality writing (grammatically correct, complete sentences).

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