As educational institutions continue to flourish in India’s second wave of private education infrastructure, a rush of funding and development continues to take place in what was in the erstwhile days a complacent, lagging and often bureaucratic set-up. Recruitment of leading talent becomes a critical factor in success. Challenges are huge beckon. Increasingly, some forward looking institutions like Radcliffe is implementing and installing a systems approach to their administration.

This is a strong branding exercise, primarily – good and justifiable, too; which is driven by expectations and demands of their prime stake holders i.e. parents of students who are highly educated and well-travelled. There is strong advocacy that HR be viewed as a function in educational institutions playing a critical and interventionist role in educational institutions.

Radcliffe ideal HR practices:
Employment and recruitment - Strategies for recruitment, getting on board good & adequate teachers, administrators and support staff for existing infrastructure and future expansion plans.
Retention – using best HR practices to ensure the teachers are not poached, providing appreciation, opportunities to grow, career development plans, friendly and cooperative environment.
Performance driven assessments to ensure rewards and feedback are given to teachers at periodic intervals.
Training & Retraining – providing opportunities to personnel to get trained and retrained and/to acquire newer skills and proficiencies in technologies and latest teaching trends.
Professional roles and responsibilities – to educate teachers, about the responsibilities as an individual as a team player towards the school, students and the society.
Work Environment – ensuring best teaching and learning conditions, including class size, shifts, and health and safety measures.