Abstract
Purpose. The purpose of this study was to (1) determine the role functions of a Human Resources Administrator in the public school system, (2) define the position reporting relationships, and (3) examine the impact of organizational size. Procedure. Data concerning the role functions of a Human Resources Administrator in the public school system were secured by means of structured interviews and a fifty item questionnaire. The population for the survey questionnaire were a pool of experts from across the United States. Thirty questionnaires were mailed. Usable responses resulted in a 97% return. The analysis of the data was accomplished through the use of descriptive analysis and magnitude estimation. Selected Findings. (1) Fifty role functions were identified as a part of the Human Resources Administrator's role with Problem Solving and Productivity Motivation ranking highest and Technical Processing of Personnel Systems ranking lowest. The major categories of these role functions are: Personnel Programs and Activities; Employee, Labor and Public Relations; Employee Services; Organizational and Management Development Programs; Training Programs; Personnel Systems; and Technical Systems. (2) Seventy-six percent of the respondents indicated that the Human Resources Administrator should report to the Superintendent. (3) The impact of size on the functions performed by the Human Resources Administrator were found to be negligible. Respondents felt all functions needed to be performed and size of the organization would decide only the degree to which they were implemented. Selected Conclusions. (1) Role functions of a Human Resources Administrator in the public sector were determined. (2) A new reporting structure for line and staff must be developed for the position of a Human Resources Administrator. (3) The traditional personnel department needs to shift from a technical focus to an organizational development focus. Selected Recommendations. (1) Conduct studies on the impact of this position as it affects organizational goals, employee organizations and improving the collective bargaining process. (2) Identify new skills and training required of tomorrow's managers. (3) Research the change process and the implementation of change as it relates to the establishment of a Human Resources Administrator position.