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PEOPLE

PEOPLE. Strategic Plan of Human Resources in Higher Education Institutions in Georgia- Case Study Based on the Experience of ISU. Strategic human resource planning.

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PEOPLE

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  1. PEOPLE Strategic Plan of Human Resources in Higher Education Institutions in Georgia- Case Study Based on the Experience of ISU

  2. Strategic human resource planning Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between management of human resources and the overall strategic plan of an organization.

  3. Strategic human resource planning • HR strategy should aim to capture "the people element" of what an organization is hoping to achieve from the medium to long term, ensuring that: • it has the right people in place • it has the right mix of skills • employees display the right attitudes and behaviours, • employees are developed in the right way, etc…

  4. The evolution of the HR function „Role ofHR has transformed from personnel to strategic human resource management. HRdepartment had to develop from just being the file clerk tobecoming a strategic partner to the organization“ Yeung andBrockbank „HR is now expected to focus on the needs of the business, the employees and the line managers .„ Mothershell

  5. Discussions about the HR role Ulrich’s concept • Four key HR roles: • administrative expert- focuses more on the administrative side, improving work processes… • employee champion- HR is expected to be an intermediary between the management and the employees in the organization. This role requires the HR department to balance the needs of the organization with those of the employees. • change agent - HR is expected to facilitate change in the organization. • strategic partner- HR departments are expected to assist their organization in achieving its targets. HR departments must be able to translate the organization’s objectives into policies and activities that help to achieve those targets.

  6. The main Role of HR In Georgian HEIs Only role of most HR departments in Georgian Higher Educational institutions is an “administrative expert”.

  7. Barriers in achieving SHRM • Lack of professional (HR) competencies and lack of general understanding of the operational context of higher education system (“business related competency”) among HR professionals. • Inability of HRM personnel to play a strategic role, Inability to play role in the development and implementation of corporate strategy. • Absence of declared/formalised corporate strategy or its communication • CEO’s Lack of HRM understanding, lack of top management consensus • Wong perception on human assets • Resistance • Short term mentality • Fast changes – re-actions instead of actions

  8. University strategic plans in Georgia • Having organizational strategic plans for higher education institutions is requested by the low in Georgia. • Higher education institutions have declared strategies but very few of them have HR related content within. • HR strategic plan does not exist in most of the Universities we investigated. (7 University).

  9. HR strategic plan of ISU • Ilia State University developed strategic plan of HR within the framework of “People” project. (2016-2018)

  10. Mission Human Resources Department of Ilia State University provides workplace environment which gives opportunity for employees to realize their best professional and personal possibilities through Flexible policies, practices and programs , efficient recruitment, development, performance evaluation and motivation systems.

  11. Vision Ilia State University is a most desired workplace in Georgia for the best professionals in academic and administrative fields, for its high standard values and attractive working conditions, which is attained by using best practices, approaches and innovations in Human Resources Management.

  12. Values Equity Freedom of choice Innovation and creation Quality assurance Efficient organizational culture Priority of “team-worker” attitude Serve and support one another with high ethical standards solidarity

  13. Strategic lines 1.Job performance evaluation systems Strategic Goal: Creation of fair, transparent, valid, adjusted to job content performance evaluation system for administrative and technical staff.

  14. Strategic lines 2.Training and development Strategic Goal: Creation of regularly and effectively working training system for making better performance for the university administrative and technical staff .

  15. Strategic lines 3.Development of HR Technologies -Modernization Strategic Goal: Digitalization of HR processes and deployment modern systems which will increase quality of services and processes in Human resources Department..

  16. We are now on the way of implementation of HR Strategic Plan !

  17. Thank you Mari Burduli Ilia State University hr@iliauni.edu.ge

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