Internal vs External Promotion: Examining Criteria for Teacher Advancement to Administrators - Annotated Bibliography

Buckman, D. G., Johnson, A. D., & Alexander, D. L. (2018). Internal vs external promotion: the advancement of teachers to administrators. Journal of Educational Administration.

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Buckman et al. (2018) in their article examined the selection criteria that were used for teacher promotion to the position of the assistant principal. The aim was to determine whether there was a relationship between employability and promotion of teachers within and outside the school vicinity. The study was done on district schools in the US, for instance, in Georgia where unit analysis and data collection were done. The study indicated that state departments controlled most operations in the school in that state boards modified existing policies, something that impacted the aspiring administrators in the state. However, there was a variation in policies, which governed educational leadership, for example, accountability and decentralization policies had a direct impact on school leaders. For this reason, the scope of teacher employment and promotion is instigated by demographic factors such as race and gender as well as practices outside the private and public sectors.

Harper, C., Bogus, S., Kommalapati, R., & Choe, D. (2018). Recruiting, retaining, and promoting careers at transportation agencies.

This article examines the recruitment, retaining, and promotion strategies that are used as transportation agencies. State agencies experience complex problems when recruiting their workforce. The challenges exist due to the diversity of employees; every generation has employees with different values, principles, and expectations. Harper et al. (2018) point out that there two categories of employees; baby boomers and millennials who view employment differently. At many times, baby boomers are more concerned about retirement and they are always motivated to occupy managerial positions at the workplace. On the other hand, the millennials have an interest in technology, something that makes them look up to dynamism in their careers. The human resource management, therefore, finds a multiplicity of interest in these two groups of people when it turns to recruitment and retaining of qualified employees. About the study, the state department of transportation in Arkansas, New Mexico, Texas, and more conducted a survey to provide literature that can be used for discussion. From the survey, human resource management found it difficult to fill the positions of engineers and technicians; the positions were ascribed by wage differences between the private and public sectors.

Metro, K., Hernández, J., Bogus, S., Harper, C., Kommalapati, R., & Choe, D. (2019). Recruiting, Retaining, and Promoting for Careers at Transportation Agencies. In MATEC Web of Conferences (Vol. 271, p. 05001). EDP Sciences.

Metro et al. (2019) in their article highlighted that the effectiveness of the transportation sector is based on the ability to recruit and retain highly qualified staff. However, the study indicated that the state department of transportation is experiencing challenges when it comes to recruitment and retaining effective and highly qualified employees. Demographic changes, new technologies, and competitive market are some of the reasons that influence the recruitment and retention of skilled employees. As the older generations are retiring, the millennials are becoming the cohorts in the transport sector. To address the issue, the findings indicated that employers need to assess the characteristics, beliefs, and attitudes of workers to get a general overview of how they should do their hiring, retaining, and promotions. The millennials are concerned with technology and they are motivated by higher salaries both in the private and public sectors. Also, pay rises to motivate performance, which recognizes high quality and functioning work.

Fanning, K., Williams, J. O., & Williamson, M. G. (2019). Group Recruiting Events and Gender Stereotypes in Employee Selection. Available at SSRN 3275631.

Fanning et al. (2019) in their article examined psychological theories that are to evaluate recruitment of candidates at various events in organizations. The purpose of the study was to inspect human behavior about recruitment. Gender stereotypes were used as testing variables. Results indicated that at many times, stereotypes pose a significant bias on job candidate evaluations. Organizations such as public accounting firms exhibit more agentic traits when selecting employees. Gender stereotypes affect hiring judgments, particularly on one-on-one interviews in that stereotypically-male behaviors receive negative biased evaluations as compared to females. Also, self-promotion tactics are more effective on genders in that employers need job candidates across genders to behave actively and assertively to promote themselves. The study found participants in recruitment events in college campuses preferring group recruitment events more than one-on-one interview making them an ideal population test the research theory. In other words, job seekers tend to exhibit more agentic traits characterized by self-importance and uniqueness. More people prefer competitive environments such as recruitment events because there are opportunities for self-promotion.

Monteiro, I. P., Correia, M. B., & Gonçalves, C. B. (2019). Transforming a company’s staffing process: Implementing e-recruitment. Journal of Spatial and Organizational Dynamics, 7(2), 144-157.

This article analyses methods that can be used to improve and optimize recruitment, selection, and integration of employees in a company. The authors implemented social media and e-recruitment as a method to recruit candidates to support integration and socialization based on their desired profile. In contemporary society, human resource management in many organizations needs support to align employee’s interests with the company objectives. The social media and e-recruitment will assist companies to create a consistent system that adapts with their strategy, something that will assist to measure and evaluate business performance. At the same time, adoption of the methods will attract qualified workers recognizing the fact that social environments have changed. Young people are not motivated with the traditional channels, the focus has turned to digital techniques. For this reason, the findings from the study demonstrated that companies need to prepare and plan the way human resources can influence employee perception so that co-workers can make sense of their environment.

References

Buckman, D. G., Johnson, A. D., & Alexander, D. L. (2018). Internal vs external promotion: the advancement of teachers to administrators. Journal of Educational Administration.

Fanning, K., Williams, J. O., & Williamson, M. G. (2019). Group Recruiting Events and Gender Stereotypes in Employee Selection. Available at SSRN 3275631.

Harper, C., Bogus, S., Kommalapati, R., & Choe, D. (2018). Recruiting, retaining, and promoting careers at transportation agencies.

Metro, K., Hernández, J., Bogus, S., Harper, C., Kommalapati, R., & Choe, D. (2019). Recruiting, Retaining, and Promoting for Careers at Transportation Agencies. In MATEC Web of Conferences (Vol. 271, p. 05001). EDP Sciences.

Monteiro, I. P., Correia, M. B., & Gonçalves, C. B. (2019). Transforming a company’s staffing process: Implementing e-recruitment. Journal of Spatial and Organizational Dynamics, 7(2), 144-157.