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Strategic Management of Human Capital in Education: Improving Instructional Practice and Student Learning in Schools 1st Edition

4 out of 5 stars 5 customer reviews
ISBN-13: 978-0415886666
ISBN-10: 041588666X
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Editorial Reviews

Review

"Rooted in improving student achievement, the book shows how strategy for developing people overlays with strategy for developing rigorous college ready curricula."
—Teachers College Record

"This important new book clearly and comprehensively addresses the new work in school reform that is changing the face of human resources in school systems."

-- From the Foreword by Carl A. Cohn, Professor and Co-Director, Urban Leadership Program, Claremont Graduate University

"All the reorganization and restructuring in the world cannot compensate for poorly selected and developed personnel. Allan R. Odden provides future education leaders a comprehensive foundation for ensuring that school systems recruit, select, retain, and develop educators capable of meeting the challenges of high-stakes schooling."

-- Daniel L. Duke, Professor of Educational Leadership, University of Virginia

About the Author

Allan R. Odden is Professor of Educational Leadership and Policy Analysis at University of Wisconsin-Madison, Director of Strategic Management of Human Capital, and Co-Director of the Consortium for Policy Research in Education in the Wisconsin Center for Education Research.

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Product Details

  • Paperback: 264 pages
  • Publisher: Routledge; 1 edition (January 12, 2011)
  • Language: English
  • ISBN-10: 041588666X
  • ISBN-13: 978-0415886666
  • Product Dimensions: 5.9 x 0.6 x 8.9 inches
  • Shipping Weight: 12.8 ounces (View shipping rates and policies)
  • Average Customer Review: 4.0 out of 5 stars  See all reviews (5 customer reviews)
  • Amazon Best Sellers Rank: #286,138 in Books (See Top 100 in Books)

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Customer Reviews

Top Customer Reviews

Format: Paperback Verified Purchase
Odden brings a distinctly positive view of the future of education and that successfully and effectively using human capital will bring about reforms in education that will solve many problems in education. He does acknowledge that there are many issues political, social, economical, and even some unexplored issues that provide barriers for the implementations of the ideas and research he promotes. However, despite the limitations of his proposed reforms he argues that large-scale institutional educational reform is highly possible by effectively recruiting and retaining top talent, as well as successfully developing and compensating this talent. He does not hold credence that reform for every school is highly contextual to the school and that there are large scale reforms that could be made at a nationwide or, at least, a state level top-down implementation that would benefit all schools regardless. He promotes a standardization of these implementations to ensure that equity is achieved in the country between various districts and that all districts maintain an adequate standard of educational attainment and success.

His recommendations are based on how to:
1. Recruit and Staff the highest qualified employees
2. Create a strategic performance management broader than only focusing on student test/achievement results
3. To strategically measure the management of human capital and how to effectively improve teacher instructional practices, tenure measures, dismissals, and compensations
4. Create professional development that is effective, collaborative, aligned, and ongoing
5. Organizing how to implement strategic human capital management, especially considering the talent management of principals.
6.
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Format: Paperback Verified Purchase
I picked up this book in a year when some reports described segregation in school assignment as having reached the highest level in four decades, and when deficiencies in school funding seemed to be becoming only more difficult to remedy. While these serious systemic problems deserve all of our attention, I am sure I am not the only one who hopes for smaller improvements that can be started closer to home in the meantime. As the subtitle implies, “Human Capital” approaches to education refer to sets of practices and support structures meant to boost educational attainment by directly helping the people who make schools work – teachers, principals, and all varieties of support staff - to maximize their professional capabilities, individually and as groups, often with little direct support from higher levels of government.

Odden’s book is the wrong place to look for historical context or other narratives that would be useful for a newcomer to U.S. education, but for the intended audience, its approach is simple and to-the-point. Chapters are organized topically, and outside of a few shared themes there is relatively little to knot the book together. Odden stresses the importance of high-level goals to harmonize human resource policies across each of the different categories he explores, from teacher recruitment to licensure, from testing systems to professional development, and everything in between, while exploring strategies that are already being undertaken by districts and schools around the country.
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Allen Odden in Strategic Management of Human Capital in Education provides a framework for improving student achievement by focusing on effective instructional pedagogy, talent management strategies, career progression pathways and resource distribution. The first priority Odden identifies in attracting and retaining staff in educator and leadership roles as a talent management philosophy to establish a foundation how educators are attracted and retained. Odden identifies a clearly defined mentoring and career progression pathway should align licensing, professional learning and salary incentives. The second core component is to establish improvement strategies through effective mentoring and professional development programs targeted at increasing student achievement. Districts have to establish the expectations for leaders to be active instructional leaders who guide staff in expanding instructional strategies to meet the needs of all students. A key aspect of the talent management framework includes clearly defined academic achievement standards across an educator’s career aligned to targeted professional growth opportunities. The compensation model for districts have to align with the recruitment and retention strategies to ensure all staff members has to also address option of eliminating tenure standards. Odden concludes with a discussion of federal, state and local policy implications that consider how districts frame the professional pathways of educators to align with a district’s resource distribution and professional learning structures to ensure student achievement is the central focus. Odden’s comprehensive human resource program offers research based practices on focusing on talent programming as a foundation for student achievement.Read more ›
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