Human Capital Management Systems
Human Capital Management Systems
How is a Human Capital Management System (HCMS) different from the typical Human Resources model? Essentially, HCMS takes many of the components from HR of old, then adds a plethora of human-centered processes to create a well of staff-wide opportunity. Within the REIL-Extend work, an HCMS uses a comprehensive framework focused on attracting, placing, retaining, and sustaining a high-quality workforce. The operative word here is System, meaning optimal function occurs when all of the different components are working together in a more complex whole.
So, what does it look like? Here are some best practices and functions of HCMS that can help you build a high-functioning, fully integrated system for your most essential resources—your staff!
Evaluation Instruments
Educators are observed in multiple settings during multiple cycles using the REIL Observation Instruments. The REIL Observation Instruments are six separate, yet related, tools that describe effective classroom instruction, instructional leadership, and professional development. Each contribute to a rigorous, fair, and transparent evaluation system aimed at recognizing excellence and supporting the professional growth of teachers, teacher-leaders, and building-level administrators.
Leading Observation Instrument (LdOI)
Coaching Observation Instrument (COI)
Power Learning Observation Instrument (Power LOI)
Multi-Classroom Leader Observation Instrument (MCLOI)
Reach Associate Observation Instrument (RAOI)
Human Capital Management System (HCMS) Self-Assessments
The Human Capital Management System (HCMS) Self-Assessments were designed to help guide HCMS leaders in examining their human capital practices with a critical eye toward improvement. These instruments identify activities, tasks, processes, and collaborations that, when implemented consistently, result in a high-quality HCMS leading to an improved workforce and improved student outcomes. These instrument include 56 indicators (district level) and 36 indicators (school level) addressing six areas of HCMS functions.
Stay Interview Toolkit
Implementing Stay Interviews as part of your HCMS is a great way to foster an open and communicative environment with your most effective staff. Where an Exit Interview is reactive, a Stay Interview is proactive. By scheduling a dedicated time for these conversations each year, you can identify trends and key in on the factors that keep your best people coming back year after year. You can also begin to learn about the pain points and opportunities for improvement that might be driving them away.
Strategic Compensation Models and the Innovation Configuration (IC) Map
We’ve all heard the sentiment that “No one goes into teaching for the money.” However, even the most altruistic educators still have bills to pay! Salaries and benefits can play a significant role in the employee life-cycle—from recruitment to retention and rewards—particularly in high-needs schools. This is where a differential compensation model like the one used in the REIL-Extend grant comes into play.
The Innovation Configuration Map provides an in-depth rubric for monitoring alignment with the specific HCMS pillars of Strategic Staffing, Talent Management and Development, and Strategic Compensation. Note that in this tool, a rating of “1” indicates High Fidelity and a rating of “4” is reserved for cases of Non-Use.