Presentation on theme: "1 “ Human Competencies Development” Vision For The Fulfillment Of An Administrative and Academic Role For The females ’ Campuses In Saudi Universities."— Presentation transcript:
1 “ Human Competencies Development” Vision For The Fulfillment Of An Administrative and Academic Role For The females ’ Campuses In Saudi Universities Dr. Asia H. Yarkandi Associate professor, Curriculum and Teaching Methods
3 Introduction * Since all higher education Academic Institutions in all their types and manner compose the top of the Educational pyramid in all Educational System in Saudi Arabia; then College Education in all its types, is considered as a productive operation responsible for developing human competencies which in return contributes in developing talents and national capacities in the society. *If these were the targets of the university, then the executive management and staff of university should hold the necessary capabilities required to develop knowledge and understand the changes in the environment and involve positively in these changes. This confirms the crucial presence of regulations of human development of University members who are responsible for developing human resources in the society.
4 When following up universities we will find that their organizational chart includes two persistent folds in one system (Administrative Staff ) It is considered one fold of developing team work abilities in general, thus, they need training and developing their capabilities. ) (2) (Academic Faculty Staff) The university existence depends on Faculty Staff members; therefore, university instructors need continuous profession development. (1)
5 When taking an overview of the higher educational base of Saudi females we find that: The process took its natural path through the continuous efforts of our government to develop the education of female nationals as the female plays a vital role quality and quantity wise in the development of the whole country. Each university in Saudi Arabia has a private Females' campus. This is derived from the awareness of the importance of these campuses to fulfill the requirements of economical and social requirements in fields which require preparing and developing Female entities in accordance with programs and plans which aim to the females' contribution of the overall development of society. This is due to the fact that females are considered the other half of society which completes and unites in one special working system defined by distinguished vision and strategies and one goal.
6 With reference to the above mentioned points, this study raises the following question; What are the practical and scientific visions necessary to develop a positive administrative and academic role of members of females' campuses in Saudi Universities in line with the requirements of this era?
7 The Visions 1. Administrative Staff SO It is noticed that administrative staff are not less important than academic staff for academic staff cannot perform their duties without a competent and qualified administrative staff. Members of Administrative staff need development and training of their skills and utilization of their energy and role in order to be able to achieve required targets.
8 With reference to the fact that the development of administrative staff members in university affects the caliber of education, Researcher recommends the following: Categorize administration in job categories suitable to their qualifications, capabilities, and personality and not solely of work needs. These categories are; 1.1. Administrative Staff 1.2. On Field Administration Provide training courses specialized in the above mentioned categories with the aim of infinite development of human capacities as follows: 1) 2)
9 Requirements for Developing The Administration System In The University Competent Leadership able to conduct a strategic plan in line with the requirements of the era to increase the competency of performance. Initiation of an administrative information center This requires Human Resources qualified in the field of administrative tasks s Continuation of developing human competencies in the field of administrative tasks and organizing methods of motivation ensuring creation of bond between motivation and distinguished performance. This requires
10 Procedures and characteristics of developing human competences in the field of administrative tasks Dealing with Computers and information technology Dealing with Computers and information technology Time Management Overcome obstacles and difficulties Realizing the tasks and responsibilities which her job requires Use of Web E-mail in administrative tasks. Gain methods of self education in order to increase job performance Enforce loyalty to workplace Training and Retraining of staff to increase skills and capabilities competency of: Employee not previously trained to work tasks Employee not previously trained to work tasks Employee previously trained to work tasks Employee previously trained to work tasks Quick Training
11 Expansion of Training Programs for staff members in administrative departments Achieves continuous career development and increases efficiency of staff performance to Provide high quality services to Faculty Staff, students, audience related to university. Speed of accomplishing tasks in simple brief procedures to take the human side of administration into consideration. Positively affects the performance of university. Filter administrative procedures from time to time to overrule procedures not in line with the current updates. Establish new administrative methods able to cope with fast change challenges
12 The target of career development to a college instructor is refine skills and competency to be in line with job requirements provided that it is done as follows: *Training programs with clear specific objectives and organized procedures described as continuous, integrated and related. *Programs should not be done on a temporary basis without organization. These programs should be a vital part of the plans of the university as a whole. Focus on taking care of females' campus can no longer be done if campuses are regarded as: *Academic institution responsible for preparing and provide graduates with competent skills capable of competing and distinguishing in different fields only. *Or Consider these campuses as research centers to conduct scientific research only. *Disregard role of these campuses in the society and limit them to academic surroundings. The Visions 2. Academic Faculty Staff
13 Some university female members call for a complete separation of males' campus but the researcher contradicts with this separation which results in redundancy and waste of time, efforts, expenses and experiences. S0 the systems should run as follows:
14 A) Recommendations related to factors assisting in career competency development 1.Consider the females' campus as an essential indispensable part of the university in management of academic, financial and administrative affairs and not a branch of it. This should be done in a manner that gives the females' campus a complete entity timely aligned in all university projects; buildings, facilities, quality assurance and accreditation, benefit from the technological development of telecommunication and information transmission. Taking into consideration the following:
15 A) Recommendations related to factors assisting in career competency development Female faculty staff members should be members of Academic Departments committees to discuss topics related to members of departments and take decisions in accordance with Policy and Procedures of university which will be forwarded if necessary for approval of college committees in which female chairmen of departments should be members. university committees in which the female dean should be a member. Females faculty staff members should be members of other committees, university administrative and educational centers to be involved in the decision making process with coordination between both campuses. This involvement should be an effective not a passive one.
16 A) Recommendations related to factors assisting in career competency development 2. The plan to develop human competency must be initiated from females; campus internally not externally to be able to fulfill its role and be of positive effect because the targeted group is more capable to interpret requirements and solutions to increase self skills to cope with the advancement of the era.
17 A) Recommendations related to factors assisting in career competency development 3. Take into consideration when conducting the fiscal year budget the number of students and faculty staff members in both the male and females campus and hence separate the budget of females' campus in this prospect equally to ensure quality of performance, operation and outcome in females' campus.
18 B) Recommendations related to implementing career competency development programs First:( Teaching and Required Tasks) Initiate a center for Educational Development and training of Faculty Members in universities where such centers are not available. Give instructions to such centers to organize random training courses to develop faculty members scientifically, culturally, and technically in line with the requirements of the new era and its changes and the skills of the knowledge society for all job levels. Establish a minimum number of training courses each faculty member of associate professor level should attend per year.
19 B) Recommendations related to implementing career competency development programs First:( Teaching and Required Tasks) (2) Training fields should be extended to life values in the higher education which strengthen the sense of patriotism in faculty members and is reflected in; self development, high ethics and morals, adopt a descent manners, humanity, respect work, obedience to ruler, development and preserving the country. These characteristics frames the performance of faculty members within an educational sense through being role models for students which contributes in strengthen the sense of patriotism in students.
20 B) Recommendations related to implementing career competency development programs First:( Teaching and Required Tasks) (3) Adopt the system of faculty exchange on university level to work for a specific period (one semester) in one of the local universities on a frequent basis for a period of 4 to 5 years to participate in teaching, research and training activities. This will provide a chance to exchange and gain experiences and get acquainted with strategies of different universities to be able to implement a positive change in light of the experiences provided by the exchange program.
21 B) Recommendations related to implementing career competency development programs First:( Teaching and Required Tasks) (4) Organize periodical visits to universities adopting new teaching techniques according to the requirements and advancement of the new era such as; Online universities, open universities, Hypothetical universities, distance learning, etc. The aim of these visits is for the females campuses to be ready to compete in providing an educational environment in line with the new advancements but still maintaining traditional and Islamic values and identity.
22 B) Recommendations related to implementing career competency development programs First:( Teaching and Required Tasks) (5) Pay attention to the medium of education available in females' campuses such as classrooms, labs, workshops, libraries equipped with technological equipment, and in specific buildings, yards, and facilities. This is due to the fact that the medium of education is a vital factor in the educational system chart as per the following diagram:
23 B) Recommendations related to implementing career competency development programs First: ( Teaching and Required Tasks) Chart System Entrance& Educational System
24 B) Recommendations related to implementing career competency development programs First:( Teaching and Required Tasks) (6) Modern library Services which is considered the entrance gate to researcher when starting a research. The library in females' campuses in universities does not meet with the standard of research and reference requirements of faculty members for courses. Hence, the demand of equality of services distributions for females' and males' campuses each separately will require multiple cost and effort. Therefore, all theses efforts should be united in establishing one central library which:
25 B) Recommendations related to implementing career competency development programs First:( Teaching and Required Tasks) * High proficiency according to international standards. * Acquire different references and advanced technology with high standards and an intranet. * Provide online libraries which enables the use of library from both campuses (females and males) and use of all provided services to maximize the utilization of theses services without limitation of time to females' campuses as it it’s the case the right now.
26 B) Recommendations related to implementing career competency development programs Second: ( Research ) (1) The initiative of research centers in each university by proposing research topics through strategic partnership with social corporations and assign a team faculty members, according to specializations, to pursue research and provide a distinguished research atmosphere and financial, reference and emotional facilities all the way giving equal opportunities to all faculty members to participate without focus on a specific group and establish responsibility and authority will serve two purposes: A. Fulfill the call for research in the university. B. Establish positive motives in faculty members to conduct research especially in those not interested in research, provided that these research are systematic and practical and are in line with the general targets of the development plan of Saudi society in general and the females' community in specific.
27 B) Recommendations related to implementing career competency development programs Second: ( Research ) (2) Provide appropriate motives to research leave for faculty members to be able to perform her role completely in the research provided that : *the faculty member will present a scientific program in which she will use resources such as research centers and high caliber universities to keep track with the latest directions in her specialization. This is in line with the prospect stating that the separation between education and research in higher education has a negative impact since the university instructor is a scientist in the first place.
28 B) Recommendations related to implementing career competency development programs Second: ( Research ) (3) F emales' campuses carry the responsibility of organizing conferences and seminars in all steps of planning, organizing, supervising and execution. * Moreover, facilitate participation of faculty members in local and international conferences and seminars and provide the needed support to ensure a valuable participation.
29 B) Recommendations related to implementing career competency development programs Third: ( Community Service) (1) Initiate an office responsible of establishing strategic methodologies for community services projects and systems to execute plans providing a quantity and quality wise infrastructure of financial, artistic and human resources. * This office could be a part of the deanship of community service. * This office will work on establishing a strategic partnership with social corporations. *Create channels of communication between females' campuses and all aspects of social life; to be able to identify in a realistic vision the nature of development requirements of the society which will enable the utilization of different university majors to study the problems of society and perform actions with positive impact on local development.
30 B) Recommendations related to implementing career competency development programs Third: ( Community Service) (2 ) Females' campuses could Contribute in community service through: *Consultation and supervision of executing projects. * Training Courses. * Research which shed light on important issues in the community. * General counseling for all levels of females of the community using different methods. These services could be free of charge or with minimum charges or profit charges according to the beneficiary of these services.
31 B) Recommendations related to implementing career competency development programs Third: ( Community Service) (3) T he office shall instruct on the nature of these services to encourage the society to seek assistance of the university and make use of experiences and skills of faculty members. An equal attention should be given to identify these ideas in the females' campus through: Explain the concept of community service and environment development and the role of female faculty members in this process. Place announcements of university programs regarding community service activities which all female faculty members could take a look at. Give all possible assistance to female faculty members in the field of service of her choice.
32 Final Recommendations - Establish a strategy for Rewards for: Teaching Excellence Research Excellence Community Service Devotion Rewards could be financial or psychological which motivates faculty members to feel appreciated and strive in career development both scientifically and in job level.
33 Final Recommendations - Organize an annual meeting for academic and administrative staff in females' campus to: *Discuss progress of development in various areas. * Identify areas of strength and weaknesses. The aim of this meeting is to put a strategic future plan to develop the system of females' campus in university in light of the international transformation and its appropriateness to local conditions to increase the proficiency of scientific performance to establish a knowledge community in the society in general and the female community in specific to create balance between the two parts of the society. and create necessary specialized committees, executive committees, and utilization of administrative systems.