Human Capital Management: How to Save Money and Keep Employees Happy
School districts rely on their teachers and staff to keep their students safe, supported, and educated. But who is taking care of them? The ‘human capital’ of a school district is extremely important. It’s also costly. How do districts retain employees while keeping costs down? It starts with better human capital management. From hire to retire, employees are your most valuable asset. Don’t lose them to cuts and lay-offs due to a lack of opportunity for efficiencies with the absence of an automated solution. Hear from Cherokee County Schools as they explore topics such as:
ERP Gaps
- Need a handle on position control. Know how many positions and what you are paying them.
- The life cycle of an employee plays an important role in the overall success of a school district. The onboarding experience should be a seamless integration for the new employee into the district.
- Hiring is not as simple as finding the right candidate. Many factors are involved including looking at the diversity of your staff. HCM can support these efforts.
Communication/Collaboration
- “Aligning People, Processes, & Technology” means everyone has to be on the same page.
- If decisions are being made without the facts or in different systems, how can you be sure it’s the right decision?
- Fiscal responsibility doesn’t only fall on Finance’s shoulders. Working together to secure the right solution to meet all needs is critical.
Employee Experience
- Compliance with policies; no “one-offs”. Manage your policies; if they aren’t working, change them.
- Good onboarding and offboarding experience (hire to retire)
- Self-service
- Pay them accurately and on time
Meet Your Speakers
Dan Tanner
National Director, K-12 Sales
Ultimate Kronos Group (UKG)
Dan is the National Director of K-12 Sales for Ultimate Kronos Group (UKG); leading account strategy, solution support and education market expertise. Dan is a former public-school teacher and administrator. Spending several years teaching all disciplines in the Primary and Intermediate grades gave him the background needed to be a successful teacher and district mentor teacher/administrator. Dan has spent 20+ years successfully establishing strategic partnerships and providing education solutions to a wide range of school districts and state Department of Education agencies across the US. He has led and built strategic solution, professional development, and client implementations for the international educational markets. Dan has had an in-depth K-12 knowledge in leading teams with focus on integrated E-Learning Curricula, Educator Effectiveness, Student Assessment/Analytics and now Workforce Management with UKG.
Sheryl Abshire, Ph.D.
Ed Tech Specialist, Thought Partner & Consultant
Sheryl is the recently retired Chief Technology Officer for the Calcasieu Parish Public Schools in Lake Charles, Louisiana where she built and led the district’s innovative technology department for over 20 years. She has served as a catalyst for technology integration throughout nation and internationally providing leadership on numerous national, state and district committees focusing on the role of technology and curriculum in changing educational practice. heryl was recently appointed to the U.S. Department of Education’s Technical Writing Team to write the new National Educational Technology Plan. Dr. Abshire is a sought-after speaker on educational and technology issues and has extensively presented and published nationally and internationally about funding, leadership, education, and technology issues.