Human Resource in Education – In order for teachers to become well-adjusted and perform

adequately on the job, they must be oriented to the new environment. As the new school manager,
how should the induction and orientation processes be structured?
In any job we undertake, we always hope for the best when we start. It is advised specifically new
teachers to set up for the success in improving students’ learning. They should be guided by the group and ensure
that they have support from the school by giving the resources they needed specifically support with learners’
assessment. The role of principals as instructional leaders is to provide new teachers a nurturing environment and
instrumental to professional growth.

Orientation and induction programs of new teachers provide them professional development prior to
their career. They start their teaching by an orientation session to the organization, its vision, mission and goals,
organization and structure, accountability as government employees, promotion policies and procedures, and to
other aspects of its culture. Then follows an induction to their responsibilities as teachers. Induction programs
promote excellence in teaching, enhance student achievement, build a supportive environment within school
districts and area education agencies, increase the retention of promising beginning teachers, and promote the
personal and professional well-being of teachers. Induction promote development of loyalty and enthusiasm
toward the organization and gain employee commitment. Induction include support, orientation, training,
internship, assistance or assessment programs, retention programs, beginning new teacher program, transitional
program for existing teacher, cohort program, phase-in, professional development and workshops. What’s the
difference between the two? Orientation can be completed in a day or two and is much simpler to organize and is
less time consuming while induction is an overall long systematic training process during which orientation can
take place as one small activity.

As a school manager, I must have the attribute of an effective and responsible school manager for this I
can easily get the respect and trust of my teachers. As for the new hired teachers, they must undergo programs
that would enhance their skills in teaching and to build camaraderie with their fellow workers.

With this induction program must begin with an initial 4 or 5 days of induction before school starts. I will
offer them continuum of professional development through systematic training over a period of 2 or 3 years. I will
provide study groups in which new teachers can network and build support, commitment, and leadership in a
learning community. Incorporate them to a strong sense of administrative support. Integrate a mentoring
component into the induction process. Present a structure for modeling effective teaching during in-services and
mentoring. Provide opportunities for inductees to visit demonstration classrooms.

Moreover, Fullan (2001) stated that sustained success is never just one special event, meeting, or activity;
rather, it is a journey of recursive decisions and actions. These professional development programs improve
professional skills for educators at every point in their careers.

Furthermore, successful teachers must have good leaders. The bottom line is good teachers make the
difference. Trained teachers are effective teachers.