Dear seniors,
I have recently secured a position as an HR Assistant in an educational institution. Prior to this role, I gained one year of experience working as an HR Executive in the industry field. I am now curious about the distinctions between HR roles in the industry and educational sectors. Can you shed light on whether the nature of work is similar or different in these areas? Additionally, what advantages are associated with working in HR within an educational institution?
I would greatly appreciate your insights and guidance on these matters.
Regards,
K. Soni
From India
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2I have recently secured a position as an HR Assistant in an educational institution. Prior to this role, I gained one year of experience working as an HR Executive in the industry field. I am now curious about the distinctions between HR roles in the industry and educational sectors. Can you shed light on whether the nature of work is similar or different in these areas? Additionally, what advantages are associated with working in HR within an educational institution?
I would greatly appreciate your insights and guidance on these matters.
Regards,
K. Soni
From India
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Dear Soni,
It is very difficult to state the differences succinctly since there are too many reasons for the differences, and thus I could not avoid a little prolonged explanation.
There is a perceptible difference between HR functions in an Educational Institution and an industry as commonly understood, such as a shop or a commercial establishment like corporate retail stores or a factory. The differences primarily stem from the following factors:
1) The core and major workforce in an Educational Institution is constituted by teachers or faculty who are well-educated and enlightened, often referred to as the learned class of employees. They are sober, modest, and well-regulated in their behavior, unlike the employees in a shop, retail store, or factory who are moderately or inadequately educated, known as blue-collar employees. Consequently, the employees in the industry tend to be a little louder in their behavior. Therefore, the HR function in an Educational Institution is softer than that in the industry. The HR in the industry thus needs diffident traits and strategies to deal with the employees.
2) Teachers, who constitute the core workforce of an Educational Institution, do not fall within the purview of many labor laws like the Industrial Disputes Act, the Minimum Wages Act, the Contract Labour Act, the Factories Act, the Standing Orders Act, the Payment of Wages Act, or even the Shops and Establishments Acts of the states applicable to industrial concerns. These Acts protect the rights of the workmen/employees in the industry, prescribing various compliances and procedures for the employers when taking any action affecting the rights of the employees in case of dispute or difference between them. Only a minority in an Educational Institution working as clerks and peons in administration fall within the ambit of these laws, leaving little or no chance for disputes and friction. Thus, HR in industrial undertakings shall have thorough knowledge of statutory compliances and procedures, unlike HR in an Educational Institution.
3) Due to the reasons mentioned in point no.(2) above, there will be intense union activity in the industry, unlike in an Educational Institution, consequently creating pressure on the management with demands and gearing up to fight for them in case of the employer's refusal, in the various forums set up under the respective labor laws like conciliation and adjudication before Industrial Tribunals. Thus, the HR in the industry will have exposure to the process of industrial relations like collective bargaining, conciliation proceedings and settlements, and adjudication. The HR in an educational Institution may be missing this exposure.
4) For all the above reasons and for the reason that the fate of an industrial undertaking, being a business unit (unlike an educational institution), depends upon its productivity, which again relies on the performance of the employees and market forces, the HR in the industry needs to lay emphasis on employee welfare, motivation, and performance appraisal to stay in the market. Resultantly, the HR concepts and practices in an industry are different from those of an educational institution.
It can go on and on, but these are the basic differences that I visualize.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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It is very difficult to state the differences succinctly since there are too many reasons for the differences, and thus I could not avoid a little prolonged explanation.
There is a perceptible difference between HR functions in an Educational Institution and an industry as commonly understood, such as a shop or a commercial establishment like corporate retail stores or a factory. The differences primarily stem from the following factors:
1) The core and major workforce in an Educational Institution is constituted by teachers or faculty who are well-educated and enlightened, often referred to as the learned class of employees. They are sober, modest, and well-regulated in their behavior, unlike the employees in a shop, retail store, or factory who are moderately or inadequately educated, known as blue-collar employees. Consequently, the employees in the industry tend to be a little louder in their behavior. Therefore, the HR function in an Educational Institution is softer than that in the industry. The HR in the industry thus needs diffident traits and strategies to deal with the employees.
2) Teachers, who constitute the core workforce of an Educational Institution, do not fall within the purview of many labor laws like the Industrial Disputes Act, the Minimum Wages Act, the Contract Labour Act, the Factories Act, the Standing Orders Act, the Payment of Wages Act, or even the Shops and Establishments Acts of the states applicable to industrial concerns. These Acts protect the rights of the workmen/employees in the industry, prescribing various compliances and procedures for the employers when taking any action affecting the rights of the employees in case of dispute or difference between them. Only a minority in an Educational Institution working as clerks and peons in administration fall within the ambit of these laws, leaving little or no chance for disputes and friction. Thus, HR in industrial undertakings shall have thorough knowledge of statutory compliances and procedures, unlike HR in an Educational Institution.
3) Due to the reasons mentioned in point no.(2) above, there will be intense union activity in the industry, unlike in an Educational Institution, consequently creating pressure on the management with demands and gearing up to fight for them in case of the employer's refusal, in the various forums set up under the respective labor laws like conciliation and adjudication before Industrial Tribunals. Thus, the HR in the industry will have exposure to the process of industrial relations like collective bargaining, conciliation proceedings and settlements, and adjudication. The HR in an educational Institution may be missing this exposure.
4) For all the above reasons and for the reason that the fate of an industrial undertaking, being a business unit (unlike an educational institution), depends upon its productivity, which again relies on the performance of the employees and market forces, the HR in the industry needs to lay emphasis on employee welfare, motivation, and performance appraisal to stay in the market. Resultantly, the HR concepts and practices in an industry are different from those of an educational institution.
It can go on and on, but these are the basic differences that I visualize.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
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Dear Saikumar sir,
Thank you very much, sir, for your detailed explanation. My main motive is I want to be an HR manager in the next three years. I have another doubt. As I joined the institution in HR, what areas should I concentrate on to improve my knowledge and advance my career?
With regards,
K. Soni
From India
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Thank you very much, sir, for your detailed explanation. My main motive is I want to be an HR manager in the next three years. I have another doubt. As I joined the institution in HR, what areas should I concentrate on to improve my knowledge and advance my career?
With regards,
K. Soni
From India
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I have found out that there are some keyboard mistakes in my post. For example, in para (1), I typed "diffident" for the word "different." I regret the error and trust that the readers understood it properly in the context of the subject.
B. Saikumar
Mumbai
From India, Mumbai
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B. Saikumar
Mumbai
From India, Mumbai
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Dear Soni,
My best wishes to you for your career. My suggestions for your career in HR in an educational institution are:
1) Educational institutions, as I understand, are governed by a separate Act. States may have enacted an Act to govern the affairs of an educational institution. You need to get hold of this Act, if any, and go through the provisions.
2) You need to deal with service conditions of two categories of employees, i.e., the teaching and non-teaching staff. You need to study the service conditions of both classes of employees to deal with issues relating to them.
3) If it is a school, there will be parent-teacher meetings, and probably, as HR, you need to convene and minutize the proceedings of these meetings.
4) You need to monitor punctuality and attendance of the teaching and non-teaching staff and manage their leave and leave vacancies.
5) You may also be entrusted with administrative functions like transport, premises, etc. Understand the procedures of the institution regarding these.
6) Study and understand the dispute resolution mechanism in educational institutions. Teaching staff, since not workmen, are outside the purview of the machinery provided under labor laws. It appears there are separate tribunals to adjudicate disputes relating to teaching staff. You need to understand the procedure to be followed before them. There will be some Act dealing with the procedure before academic tribunals. Get hold of it and study.
7) The non-teaching staff falls within the purview of the Industrial Disputes Act and is subject to the jurisdiction of the authorities under this Act. You are, therefore, required to acquaint yourself with conciliation and adjudication proceedings before industrial tribunals.
8) Study the procedures of retirement benefits like P.F. and Gratuity.
9) Read the following Acts:
a) The Industrial Disputes Act, 1947
b) The Payment of Gratuity Act, 1972
c) The P.F. Act, 1952
d) Any book on domestic inquiries as this knowledge is necessary to know the principles of natural justice and the procedure to deal with misconducts of both teaching and non-teaching staff.
B. Saikumar
Mumbai
From India, Mumbai
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My best wishes to you for your career. My suggestions for your career in HR in an educational institution are:
1) Educational institutions, as I understand, are governed by a separate Act. States may have enacted an Act to govern the affairs of an educational institution. You need to get hold of this Act, if any, and go through the provisions.
2) You need to deal with service conditions of two categories of employees, i.e., the teaching and non-teaching staff. You need to study the service conditions of both classes of employees to deal with issues relating to them.
3) If it is a school, there will be parent-teacher meetings, and probably, as HR, you need to convene and minutize the proceedings of these meetings.
4) You need to monitor punctuality and attendance of the teaching and non-teaching staff and manage their leave and leave vacancies.
5) You may also be entrusted with administrative functions like transport, premises, etc. Understand the procedures of the institution regarding these.
6) Study and understand the dispute resolution mechanism in educational institutions. Teaching staff, since not workmen, are outside the purview of the machinery provided under labor laws. It appears there are separate tribunals to adjudicate disputes relating to teaching staff. You need to understand the procedure to be followed before them. There will be some Act dealing with the procedure before academic tribunals. Get hold of it and study.
7) The non-teaching staff falls within the purview of the Industrial Disputes Act and is subject to the jurisdiction of the authorities under this Act. You are, therefore, required to acquaint yourself with conciliation and adjudication proceedings before industrial tribunals.
8) Study the procedures of retirement benefits like P.F. and Gratuity.
9) Read the following Acts:
a) The Industrial Disputes Act, 1947
b) The Payment of Gratuity Act, 1972
c) The P.F. Act, 1952
d) Any book on domestic inquiries as this knowledge is necessary to know the principles of natural justice and the procedure to deal with misconducts of both teaching and non-teaching staff.
B. Saikumar
Mumbai
From India, Mumbai
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Dear Saikumar Sir,
Thank you very much, Sir. Next month, I am going to join that institution. I will learn the things you shared with me. Surely, your words will help me shine in my career. Thanks a lot, Sir.
Thank you.
From India
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Thank you very much, Sir. Next month, I am going to join that institution. I will learn the things you shared with me. Surely, your words will help me shine in my career. Thanks a lot, Sir.
Thank you.
From India
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Dear Govind Singh Negi Sir,
Thank you for your personal view. I know that in comparison to Industry HR, exposure in institutional HR will be less. However, it is an attempt to gain some experience in this field.
Sir, I have great confidence in myself, and I am certain that I will shine in this field. With the help of CiteHR, I can update my knowledge.
Thank you for your guidance.
Sincerely,
[Your Name]
From India
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Thank you for your personal view. I know that in comparison to Industry HR, exposure in institutional HR will be less. However, it is an attempt to gain some experience in this field.
Sir, I have great confidence in myself, and I am certain that I will shine in this field. With the help of CiteHR, I can update my knowledge.
Thank you for your guidance.
Sincerely,
[Your Name]
From India
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