HUMAN CAPITAL MANAGEMENT FROM TRANSACTIONAL TO STRATEGIC

WHY HUMAN CAPITAL – WHY NOW? WHY HUMAN CAPITAL – WHY NOW? Research on what impacts student achievement – what matters most Percent of all urban school systems budgets – salary and benefits Lessons from the corporate world Accountability – our students are far from where they need to be

School Human Capital Management Student Results Hiring and Selection Best Matches Of Talent Induction Acceleration of Skills and Quality Retention Staffing and Deployment Best Use Of Talent Compensation and Benefits Competitive Advantage Performance Management Differentiation Of Quality Professional Development Quality Workforce Differentiated Roles Quality Retention + Best Use of Talent and Time Preparation/ Licensure Highly Effective Pool Human Capital Functions And PURPOSES

HUMAN CAPITAL AND HUMAN RESOURCES ARE THEY INTERCHANGEABLE ?? IF NOT WHERE DO THEY INTERSECT ??

Levers: Differentiated Pay Career Ladders Distribution of Talent Aggressively Addressing Underperforming Employees Informed Decision Making Strong Collaboration Customer Service - Principals/Employees/Applicants Marketable Services to Charters Quality and Talent: Recruitment and Selection Professional Development Induction and Mentoring Retention Evaluation Programs Negotiations and Labor Relations Fundamental Processes: Onboarding and Payrolling Benefits and Retirement Certification Contract Administration Salary Administration and Classification HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where most HR Divisions are Where HR Divisions should be Personnel Department Human Resources Department Human Capital Management

FRAMING TODAY’S AGENDA Moving from just Transactional and Compliance functions to the Strategic Role you are meant to have Hearing from HR Divisions who have been transitioning over the last 2-3 years: ◦Atlanta ---- Denver ---- Oakland Discussion on the Challenges to HR reform and to Human Capital work nationally – Minneapolis and The New Teacher Project