Recruitment and Retention. What are the keys Dissertation

Recruitment and Retention. What are the keys - Dissertation Example Evidence from studies and research allude to several reasons why teachers get into, stay within or leave the teaching profession. Of course, the issue is one to be discussed and redressed. One thing worthy of note is that teaching is the leading recruiter in the UK. It is estimated that recruitment of graduates should not fall within a 12 per cent range every year if a steady increase of teachers is to be maintained. Smithers and Robinson1 believed that not just the target of employing teachers that matter, but how these targets are accomplished. They state that: â€Å"Teaching’s lack of success in tapping the widest pool of potential applicants may mean the profile of those accepted on training courses for the secondary age range does not adequately reflect the needs of schools in terms of gender, age, ethnic background and location.† Sometimes, teachers are recruited from migrant or immigrant workforce. This has sometimes been criticised on the basis that it has a neg ative impact on pupil’s academic accomplishments. For example, OFSTED stated that â€Å"Teachers recruited from overseas are often less effective because they lack familiarity with the National Curriculum†2. Hard-to-fill vacancies always require specialists for such positions. For example, it was reported that: â€Å"the quality of mathematics teaching at Key Stages 3 and 4 suffers in many schools because the limited amount of specialist teachers' expertise is deployed largely on post-16 courses. As a result, non-specialist teachers undertake a significant minority of the teaching at Key Stage 3, where they find it difficult to respond effectively to the demands of the Key Stage 3 Strategy high staff turnover and staff shortages are also having a negative impact on Key Stage 3 Strategy development work in science in a minority of secondary science departments. â€Å"3 Employers are seeking for better ways to recruit and retain labour. In most cases, they go in search of general characteristics, skills and qualifications. On the other hand, factors that will determine the retention of labour include the nature of work, characteristics of the employer, job satisfaction, recognition by employer, remunerations as well as similar employment benefits, balance between work and life, the prospect of further training, affiliation with employer and correlation with fellow workers. A former British premier stated that: â€Å"The best defence against social exclusion is having a job, and the best way to get a job is to have a good education, with the right training and experience†4. This is the more reason why problems plaguing the general labour market situation in the United Kingdom will be addressed. It is also imperative to take notice of the fact the recommendations are indispensable, if situation relating to the current recruitment and retention needs some utmost attention. CONTENTS PAGE EXECUTIVE SUMMARY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...01 CONTENTS PAGE†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...03 INTRODUCTION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦...04 PROBLEM BACKGROUND†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...06 METHODOLOGY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦