Human Capital Theory

The differences were connected with a teacher’s original preparation for the teaching profession, licensing in the particular subject area to be taught, strength of the educational experience, and the degree of experience in teaching along with the demonstration of abilities through the National Board Certification, in which all of these facets can be addressed through policy (Darling-Hammond, 2010).America has not produced a national method containing supports and reasons to guarantee that teachers’ are adequately prepared and equipped to teach all children effectively when they first enter into the career of teaching. America also does not have a vast collection of methods available that will maintain the evaluation and continuing development of a teacher’s effectiveness in the classroom, or support decisions about entry into the field of teaching and the continuance in the profession of teaching (Darling-Hammond, 2010). n order to reach the belief that all students will be taught and learn to high standards calls for a makeover in the methods our system of education in order to be a magnet for, train, support or uphold, and cultivate effective teachers in more efficient ways. A makeover that is contingent in a certain degree of how the abilities or skills are comprehended (Darling-Hammond, 2010).In the last few years there has been increasing

The issue of teacher shortage today is continuing to grow. The effects of the achievement gap are reaching the teachers, not just the students: “...good administrators and teachers, who are doing their best under difficult circumstances, will be driven out of the profession…,” (Boyd-Zaharias 41). The achievement gap is part of the reason teachers feel they are underpaid, which happens to be one of the leading cause in teacher shortage considering, “Teachers were paid two percent less [than comparable workers] in 1994, but by 2015 the wage penalty rose to 17 percent,” (Long). Being a teacher requires passion in order to stay in the field, especially if the money in teaching is decreasing. Money is an important aspect for people when it comes to their careers, therefore, fewer people want to become teachers. This lack of teachers and the lack of college students studying to become a teacher leads to unqualified teachers and larger classroom sizes (Ostroff). Both of these causes are eventually affecting students’ learning environments. I chose this issue in education for my project because I have personally felt these effects, and I know others who have as well. As a future educator, I want to see better wages and better benefits, but this can only happen with qualified, passionate teachers. I plan on being one of them, and I plan on sparking a change. I am a future educator fighting to end teacher shortage.

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

In this essay, the author was trying to explain what human capital really is versus what society has perceived it to be. The author, David Brooks, views human capital as more than just academic skills needed to succeed in a modern society. He views it as several aspects such as, cultural, social, moral, cognitive and aspirational capital. I agree with the author’s point of view in this essay because human capital is more than answering questions correctly on a test. The success in human capital comes from being prosperous in several different areas of everyday life. For example, it is respectable to obtain a high IQ but it is just as important to be a reliable person when striving for a prosperous future. I prefer to have wisdom over intelligence

Darling-Hammond, L., & Berry, B. (2006). Highly Qualified Teachers for All. Educational Leadership, 64(3), 14.

The authors’ collaborative research began by exploring the future of education and the teaching profession. Through their research, they swiftly concluded a vast majority of people shared the notion that the most important factor that effects student learning is the quality of the teacher. Andy Hargreaves and Michael Fullan continued to take a closer look at how one can maximize the cumulative effect of many quality teachers over time, and the favorable lasting impact this would have on the education of students for many years to come. The ultimate goal of Professional Capital is to increase human capital or the individual teacher’s talents, skills, and capabilities. However, this human capital needs to be distributed and

Stewart, Greg L., Brown, Kenneth G., 2012, Human Resource Management: Linking Strategy to Practice, 2nd edition, Hoboken, N.J., John Wiley & Sons, Inc.

Many factors including individual characteristics socioeconomics class affect student achievement. One of the important factors is the quality of teachers. In this assignment, I will describe some practices related to recruitment, hiring, retention, and professional development of effective teachers. I will create a mission statement for an induction program that does not exist in our school. I will study on interview questions related to the each of Marzano's domains and each of Haberman's dimensions of effective teaching. I am working as a college counselor at Coral Academy of Science in Reno, Nevada. Coral Academy of Science is a public charter school founded in 2001. It serves more than 1200 students in grades K-12. I personally

Human capital is the knowledge and skills that increase your productivity. There is tight relationship between poor education and poor wages. Skills will more than likely improve by getting a higher education. The more knowledge and skills you have the more likely you could help the economic growth. The Opportunity cost of your degree is basically the income you earn during the time you are in college. My husband transferred part of his GI bill to me to help with college and even though it still doesn't cover what I was making while dispatching it has helped a lot with income. Regardless if I was getting paid to or not I was still going to go back to school to get my bachelors degree it just makes it a little easier to do so. The way I see

The human capital of an organization is the only sustainable competitive advantage one holds over their competitors. Leaders of organizations have realized the importance of coaching and how valuable it can be (Frankovelgia, 2010). NCCI’s commitment to coaching helps employees turn feedback into results, and improve employee and supervisor relationships. Coaching is an extension of organizational training which focuses on an individual 's needs and accomplishments, close observation, and impartial performance feedback (“Coaching,” n.d.). Supervisors can gather information through coaching to better understand any performance issue. Supervisors can then help employees identify progress and new skills necessary for promotion or improvement. This is why the Human Resources department committed to overhaul the company’s system for evaluating employees. After seeing the importance of coaching within an organization, they decided to couple this practice with their evaluation process system even though it is not easy to execute since it requires an extensive schedule of meetings throughout the year. Employees are striving for success and they are receiving the feedback they need to become a stronger performer in their job role. Coaching promotes creativity, breakthrough performance and resilience, giving organizations a competitive edge and an effective way to flow and operate within an

The theory of human capital takes the different attributes into consideration, such as the prospective employee’s personality, creativity, knowledge. In order to capture all these factors, the education sector has become very comprehensive.

Human resources are the primary concern of all businesses in the world, for without the engagement of human intelligence, fortitude and resourcefulness business is all but lost to the competition. The basic resource in any company is the people that are employed to do the tasks assigned to them to meet the customers demand for new, improved products and services. Training and development of the human capital has evolved from the hands-on approach to technological classroom and virtual training. Globally the evolution in training is moving rapidly but the capital to provide comprehensive training is often restricted and funding is challenged. How does a corporation measure the training and development of their human capital? Can an organization establish realistic goals and provide a clear method of accounting for training in relationship to the business strategy? It is my goal to address these questions by first looking at a brief history of human resource accountability, then exploring the key components, variables and obstacles of the Return on Investment evaluation method.

Bohlander and S. Snell. (2011). Managing Human Resources, 6th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 175.

Leading companies in India are actively seeking ways of leveraging their "human capital" to develop a strategic advantage. They are moving from a departmental focus on human resources to a far more strategic and expansive focus on human capital management. Roles and responsibilities are in ever-changing as companies explore new ways of building and leveraging talent.

Some teachers are better than others. This is a simple and, I hope, obvious fact. But the culture of American schools is not friendly to it. Particularly in our hiring of public school teachers, we tend to avoid notions of serious discernment, of picking the very best in our society to become our teachers, and we accept that the most talented of our young people will gravitate to other fields. Overcoming this acceptance of mediocrity in teacher recruitment and retention represents the greatest opportunity to bring a quantum improvement to our schools.