Taking Human Resources Seriously In Minneapolis Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Taking Human Resources Seriously In Minneapolis Case Study Solution

The major goal set for the interview-and-select program was to provide an appropriate set of skills to teachers and principals so that they could hire the best teachers who would have the expertise and relevant experience. Teachers are required to have expertise in relevant issues during the interview and selection process, whichare the documentation of the selection process and legal requirements of questions for an interview. Therefore, for transparency; Cook focused on providing pieces of training to the sub-committee as well. This whole process was expected to increase the efficiency of teachers in learning so that the students are taught in the best way.(Gupta, 2009)

How do the interview and selection change the principal's role? What new issues do this raise for Pratt Cook and Johnson? Should management negotiate with the principals union about the impact of the interview and select on performance evaluation?

When the negotiation process started there was criticism for the role of the principle in terms of their accountability, because it seemed unfair to hold them accountable for the performance of the teachers who were not hired by them. Cook showed her disagreement over giving an authority to the principles to hire teachers. However, to eliminate the threats; Cook planned to conduct training sessions for all the teachers so that they would be aware of the process of selecting and interviewing. This training focuses on the needs for documenting the relevant information for audit purposes and as king-legal questions to the candidates,in the interview sessions.

This new program will change the principals’ roles as they will have to perform as a leader as well as HR personnel. Roles and duties are more critical because they are responsible for hiring teachers, and if the teachers do not perform as expected; then principals will be held accountable. As HR managers, principals would be required to follow all the requirements of documentation, personality assessment and knowledge assessment of the candidates, before hiring. Therefore, now their roles are more diversified and they possess more authority under this program.

Yes! Cook should participate in the negotiation process with the teachers’ union and highlight the advantages of the selection-and-interview program so that teachers understand the need for this program. The main highlight must be the documentation process, which is to evaluate the adequacy of hiring. Documentation prevents the partiality of principals so that they don’t hire overqualified teachers, under-qualified teachers, teachers at low salaries or teachers at higher salaries.

Pratt Cook has an ambitious agenda for HR. What advice do you have for her and others on her team?

Undoubtedly,Cook has an ambitious agenda for HR, and she worked very hard for her ambition. She analyzed the situation faced by the school and addressed the problem. Her approach was to make collaboration with the stakeholders, to manage the relationships. She prioritized the building of strong and long term relationships to align the goals and share with the stakeholders. She tried to make good relationships with the union head as well as the new president. However, the new president seemed to like the idea of implementing a new strategy, and is convinced by her..............

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