Hello everyone,
I noticed that Lara posted a similar question a few months ago, but I couldn't find a specific answer to her query about establishing an HR department from scratch in a school setting. I am currently encountering the same challenge and would appreciate input from those who are currently managing HR in a school.
I have been unable to locate any information about a school in South Africa that has an HR department. I am speculating that this might be a first for schools in the region, although speculation is not my usual approach. Therefore, I kindly ask if anyone is aware of any South African school with an HR department, please share the details.
Thank you,
Lee-Ann
From South Africa, Johannesburg
Acknowledge(1)
Amend(0)
1I noticed that Lara posted a similar question a few months ago, but I couldn't find a specific answer to her query about establishing an HR department from scratch in a school setting. I am currently encountering the same challenge and would appreciate input from those who are currently managing HR in a school.
I have been unable to locate any information about a school in South Africa that has an HR department. I am speculating that this might be a first for schools in the region, although speculation is not my usual approach. Therefore, I kindly ask if anyone is aware of any South African school with an HR department, please share the details.
Thank you,
Lee-Ann
From South Africa, Johannesburg
Acknowledge(1)Amend(0)
Greetings,
On the periphery, you would need the HR functions including recruitment, payroll, performance management, training and development, and the statutory ones. The education sector per se requires greater focus on training. Recruitment would be aligned to market standards with salaries and grades similar to what is offered by other schools. Performance management would be yearly with quarterly reviews and mentoring.
You are best to set the process map, given that only you would know which functions need not be elaborate. The policy and procedures would be best defined if you list your requirements to match what is followed in the sector. For example, if schools offer 22 days of leave and encashment only occurs at the time of separation, you may have different requirements for your teachers when taking leaves. You may either consider crediting the balance at the end of the year or encashing the remaining balance annually.
You may not need to consider a bell curve if you are managing performance appraisals for a small team. Hikes can be considered based on market revisions and performance. Forms and formats are largely similar unless you have a statutory standard to maintain.
As you shared that you are managing this for the first time, please consider hiring a consultant to manage your statutory requirements. Build your knowledge, and over time, you will be well-equipped to handle it.
Please consider an audit at the end of each implementation to avoid errors in the process. Repetitive processes will settle with time; however, training and recruitment are likely to remain fresh for a long time. Involve your team as you implement each process. Active participation and feedback will keep the system dynamic.
I look forward to hearing from you. Allow us to guide you as you progress further. Wish you all the best!
From India, Mumbai
Acknowledge(1)Amend(0)
On the periphery, you would need the HR functions including recruitment, payroll, performance management, training and development, and the statutory ones. The education sector per se requires greater focus on training. Recruitment would be aligned to market standards with salaries and grades similar to what is offered by other schools. Performance management would be yearly with quarterly reviews and mentoring.
You are best to set the process map, given that only you would know which functions need not be elaborate. The policy and procedures would be best defined if you list your requirements to match what is followed in the sector. For example, if schools offer 22 days of leave and encashment only occurs at the time of separation, you may have different requirements for your teachers when taking leaves. You may either consider crediting the balance at the end of the year or encashing the remaining balance annually.
You may not need to consider a bell curve if you are managing performance appraisals for a small team. Hikes can be considered based on market revisions and performance. Forms and formats are largely similar unless you have a statutory standard to maintain.
As you shared that you are managing this for the first time, please consider hiring a consultant to manage your statutory requirements. Build your knowledge, and over time, you will be well-equipped to handle it.
Please consider an audit at the end of each implementation to avoid errors in the process. Repetitive processes will settle with time; however, training and recruitment are likely to remain fresh for a long time. Involve your team as you implement each process. Active participation and feedback will keep the system dynamic.
I look forward to hearing from you. Allow us to guide you as you progress further. Wish you all the best!
From India, Mumbai
Acknowledge(1)Amend(0)
Thanks, (Cite Contribution) for your response. I am looking for some material that I could read through on the inception of HR in education facilities (schools) specifically. I have vast experience in HR but have never worked in a school environment. I have found two publications on HRM in schools in the South African context, but both focus on public (government) schooling. The HRM in this school would be starting out, but the school has been running for several years and employs about 200 people in total. Please keep your comments coming in.
Lee-Ann
From South Africa, Johannesburg
Acknowledge(0)Amend(0)
Lee-Ann
From South Africa, Johannesburg
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR department.zip
Setup HR Department.doc