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SPR and HR

SPR and HR. Resource Managers December 2011 Guy Gregory, HRD. HR Service Vision. Professional Effective Affordable Policy and practice informed by the needs of the University Responsive Service focussed on supporting internal and external clients One team, shared objectives.

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SPR and HR

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  1. SPR and HR Resource Managers December 2011 Guy Gregory, HRD

  2. HR Service Vision • Professional • Effective • Affordable • Policy and practice informed by the needs of the University • Responsive Service focussed on supporting internal and external clients • One team, shared objectives

  3. Where are we now? • Teams: in place and bedding down • Process: ditto, but some pressures – recruitment and redundancy in particular • Resource levels – some early movement but still waiting before taking stock • Cover arrangements starting to work • Interfaces – Faculty/School Managers, Finance • Absorbing the “fractional workload”?

  4. Next steps? • Process and systems • Cost control • Organisation Development

  5. Process and Systems • E-resourcing/PIMS-payroll/Registrar/SR&D • Large scale systems integration • Process review – academic progression and promotion/redundancy/next?? • Interfaces – the faculty support “executive”? • HR teams “understanding the business” they are supporting

  6. Cost Improvement • Context of continuous pay cost pressure – numbers of staff and cost of staff – and considerable market uncertainty • Establishment control – holding on to what we have gained • Pay arrangements and pay pressure • Pension scheme cost pressures • Student growth – an opportunity to grow income but not a panacea

  7. Organisation Development • Career frameworks for support staff • AUA professional behaviours • Talent management and succession • Performance enhancement • “Strategic” staff development • Change – building capability and capacity

  8. Q and A But still probably more Qs than As!

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