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    Jahangirnagar University: A Case Study On Ontario's Faculty Shortage Crisis

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    Moushumi Priyangka
    The document discusses Ontario's faculty shortage crisis and its causes. It analyzes factors like increasing student enrollment, retiring baby boomer faculty, budget cuts reducing full-time positions, and relatively low pay discouraging potential faculty. It recommends strategies like strong recruitment/retention, accurate demand/supply forecasting, training programs, raising salaries, increasing budgets, and succession planning to address the shortage. Stakeholders like government, universities, administrators, students, and parents all have roles to play in rectifying the supply crisis.

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    Jahangirnagar University: A Case Study On Ontario's Faculty Shortage Crisis

    Uploaded by

    Moushumi Priyangka
    115 views5 pages
    The document discusses Ontario's faculty shortage crisis and its causes. It analyzes factors like increasing student enrollment, retiring baby boomer faculty, budget cuts reducing full-time positions, and relatively low pay discouraging potential faculty. It recommends strategies like strong recruitment/retention, accurate demand/supply forecasting, training programs, raising salaries, increasing budgets, and succession planning to address the shortage. Stakeholders like government, universities, administrators, students, and parents all have roles to play in rectifying the supply crisis.

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    A Case Study on Ontario’s Faculty Shortage Crisis

    Original Title

    HRP Assignment-5

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    The document discusses Ontario's faculty shortage crisis and its causes. It analyzes factors like increasing student enrollment, retiring baby boomer faculty, budget cuts reducing full-time positions, and relatively low pay discouraging potential faculty. It recommends strategies like strong recruitment/retention, accurate demand/supply forecasting, training programs, raising salaries, increasing budgets, and succession planning to address the shortage. Stakeholders like government, universities, administrators, students, and parents all have roles to play in rectifying the supply crisis.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    115 views5 pages

    Jahangirnagar University: A Case Study On Ontario's Faculty Shortage Crisis

    Uploaded by

    Moushumi Priyangka
    The document discusses Ontario's faculty shortage crisis and its causes. It analyzes factors like increasing student enrollment, retiring baby boomer faculty, budget cuts reducing full-time positions, and relatively low pay discouraging potential faculty. It recommends strategies like strong recruitment/retention, accurate demand/supply forecasting, training programs, raising salaries, increasing budgets, and succession planning to address the shortage. Stakeholders like government, universities, administrators, students, and parents all have roles to play in rectifying the supply crisis.

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    You are on page 1of 5

    JAHANGIRNAGAR

    UNIVERSITY

    Assignment-5

    A Case Study on Ontario’s Faculty Shortage Crisis

    Human Resource Planning and Policy


    HRM:501

    Submitted To:
    Md. Alamgir Hossen
    Assistant professor
    Institute of Business Administration (IBA-JU), Jahangirnagar University

    Submitted By:
    Moushumi Priyangka
    I.D# 2017 02 005
    Program: WMBA
    Institute of Business Administration (IBA-JU), Jahangirnagar University

    Date of submission: 22.10.2020


    The factors that causes supply deficit among Ontario’s university
    faculty:

    Reducing of student faculty ratio: Ontario universities were facing a dire


    shortage in the supply of professorial talent and needed to hire 15 300 new
    faculty by the year 2010 in order to keep pace with enrollment growth and
    retiring faculty members, and to reduce Ontario's student-to-faculty ratio to
    the Canadian national average.

    Retirement of baby-boomer faculties: More than one-third of all Ontario


    faculty members were currently between 55 and 64 years of age, and they will
    be retiring over the next few years which lead to a huge shortage of efficient
    faculty.

    Increase in enrollments: Universities are facing a substantial increase in


    enrollments because of the demographic increase in the echo generation
    students (18 to 24 years of age) entering university. In total, this represents
    5500 additional professors who have to be hired.

    The impact of secondary school reform: Further adding to the problem was
    the impact of secondary school reform ("the double cohort"), which saw as
    many as 33 500 additional students seeking access to universities over the next
    two years.

    Changing workforce requirements: Changing workforce requirements and the


    need for "lifelong learning" to secure and retain meaningful employment in a
    knowledge-based economy had led students to demand university courses
    that could be taken over an extended period of time (i.e., they never really
    leave university) in order to keep their knowledge and skills relevant in an
    extremely dynamic environment.

    University’s budgetary problems: The fact that university administrators had


    been addressing their budgetary problems (and associated reductions in
    provincial government funding) by reducing the number of full-time faculty
    members.
    Relying on part-time course directors: Universities nowadays are often relying
    on part-time course directors to curtail their cost. These individuals often had
    part-time jobs at several educational institutions or alternatively work full-time
    in other jobs and lectured on the side, but they were not full-time employees
    of the universities.

    Low pay scales: Furthermore, the relatively low pay scales offered to university
    faculty, as compared to people with equivalent qualifications in private
    industry or in other public institutions, further diminished the available pool of
    potential faculty members.

    Recommendations for preventing the situation:

    Strong recruitment & retention policy: Ontario’s universities should impose


    strong recruitment and retention policies to overcome the issues, so that it will
    attract the professional talents more.

    Need effective and efficient demand & supply forecasting: To predict future
    demand and supply of faculty, and student to faculty ratio, the universities
    have to forecast long term demand & supply accurately.
    Such as, using Markov Model to forecasting supply as it is more accurate than
    regression model, and widely used in educational and personnel planning.

    Free training and development programs: The Ontario govt. should provide
    free training and development programs for the educational professionals, so
    that more individuals will involve to this sector, and it will lead an increase of
    professional talents and help to reduce shortage of efficient faculties.

    Increase pay scales of university faculty members: Research found that


    salaries favored employment outside universities, as the average salary of
    university professors was $78,001, whereas comparable jobs in the public
    sector paid $84,100, and salaries were a full one-third higher in the private
    sector at $103,900. Thus, it is necessary to raise pay scales of professors for
    equivalent the jobs.
    Increase university administrative budget: It is found that, university students,
    who had seen their average tuition fees rise by 60% over the previous five
    years, were now facing a reduced number of course options, crowded
    classrooms, reductions in services and contacts with professors, and a
    decreased quality of education. So, universities should increase their
    administrative budget to balance the rising fees and quality of education.

    Well-designed succession planning: As the baby-boomers faculties are now in


    time of their retirement, a well designed succession planning is needed for the
    universities, so that, there will not be any shortage of professors after their
    retirement.

    Offering the graduated students to be the faculty member: To reduce the


    shortage of faculty member, university can offer from their high scoring
    graduated student to be the member of the university faculty, and university
    can provide them training facilities for this purpose to ensure their efficiency.
    Steps that should be taken by the various stakeholder groups to rectify this
    supply crisis:

    Stakeholder groups

     Developing new policies to improve


    educational sector.
    Government  Providing free training & development
    programs for university professionals.
     Funding for university HR practices.
     Tax deduction for educational sector.

     Imposing strong recruitment and retention


    Universities policies for faculties.
    ( HR and Administration)  Forecasting demand & supply accurately for
    professional talents.
     Sufficient training & equipment facilities.
    Administration
    (Policy makers of  Well-designed succession planning for this
    educational sector) profession.
     Career management.
     Equivalent compensation management to
    other private or public jobs.
     Student can support faculty members by
    providing feedback of their work.
     Student’s support & participation can
    Students motivate the faculty members for retaining in
    the university.
     Students may also can be a part of the faculty
    members if they have the required
    competencies.
    Parents
    (Parents of students &  Parents can motivate their children in
    society) teaching profession.
     The more individuals would interested in
    teaching professions if there is the more
    opportunities of this occupation in society.

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