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UWIC - Human Resources

UWIC - Human Resources. The Recruitment and Monitoring of Staff in a Quality University Siân Thomas, Dr. Allison O’Reilly and Katy Davies. Human Resources – strategic links. What informs recruitment and retention at UWIC? UWIC’s Corporate Strategic Plan UWIC School/Unit Plans

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UWIC - Human Resources

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  1. UWIC - Human Resources The Recruitment and Monitoring of Staff in a Quality University Siân Thomas, Dr. Allison O’Reilly and Katy Davies

  2. Human Resources – strategic links What informs recruitment and retention at UWIC? • UWIC’s Corporate Strategic Plan • UWIC School/Unit Plans • Human Resources Strategy

  3. UWIC’s Corporate Strategic Plan UWIC’s strategic aims are: • - to deliver its academic priorities; • - to improve the match between staff capabilities and organisational needs; • - to strengthen UWIC’s market position; • - having acquired research degree awarding powers, to achieve University title.

  4. UWIC’s Corporate Strategic Plan • To develop the academic staffing profile so that staff capabilities match organisational needs • To enhance the professional standing and experience of academic staff

  5. Human Resources Strategy The 3 key themes are: • Recruitment and retention • Staff training and development and improving performance • Health and ‘well-being’

  6. Human Resources Strategy Recruitment/Retention • Attracting the best candidates • Improving the academic staff profile • Retaining key staff

  7. Human Resources Strategy Staff Training and Development and Improving Performance - Continuous learning and development - Leadership and management development - Communication/information technologies

  8. Human Resources Strategy Health and ‘well-being’ • Occupational Health management • Employee engagement through participation in workplace ‘well-being’ activities

  9. Other Influences • Employment legislation • Sex Discrimination Act 1975 and amendments e.g. 2005 • Race Relations Act 1976 and amendments e.g. 2000 • Disability Discrimination Act 1995 and amendments e.g. 2005 • Employment Equality (Age) Regulations 2006 • Employment Equality (Religion or Beliefs) Regs 2003 • Employment Equality (Sexual Orientation) Regs 2003 • Equal Pay Act 1970 and amendment Regs e.g. 1983 • Chartered Institute of Personnel and Development (CIPD) • The Universities and Colleges Employers Association(UCEA) • Trade Unions

  10. Recruitment and Selection Introduction The success of UWIC as a Higher Education institution is dependent upon the contributions made by its staff, therefore UWIC is committed to attracting, selecting and retaining the best possible candidates. Effective recruitment needs to be planned and systematic.

  11. Enabling Recruitment and Selection • Corporate recruitment & selection training • Recruitment & Selection Process - Management Guidance • Recruiting managers fully understand and support UWIC’s Equal Opportunities and Equality and Diversity Policies and Statements • Support for recruiting managers from the Human Resources Department

  12. Recruitment and Selection The support and the resources available will ensure recruitment and selection at UWIC is: • Professional, planned, consistent and effective • Which will in addition ensure: • Fairness and equality of opportunity • UWIC maintains its image as a good employer

  13. Job Descriptions/Person Specifications • Essential tools, used not only in the recruitment process but also to: • Clarify a potential applicant/current employee’s responsibilities within their role • Identify training needs • Identify performance issues

  14. Job Descriptions UWIC’s recruitment & selection process: • Provide the information needed in determining the selection criteria • Inform applicants about the primary purpose and principal functions of the job and its place within the structure of the organisation

  15. Person Specifications • Purpose is to make explicit the attributes required to undertake the role in terms of education, experience, knowledge, skills etc • Applicants will be assessed against the criteria/attributes set out in the person specification • Criteria must be: • Quantifiable, measurable and capable of being tested

  16. Role Analysis/Job Evaluation All job descriptions and person specifications are reviewed to ensure the role is analysed via job evaluation to ensure equal pay for work of equal value • Compliance with legislation Tool used at UWIC - HERA (Higher Education Role Analysis)

  17. Methods of Assessment Consider the most appropriate methods of assessment for each criteria including: • Application form/Short listing Stage • Interview • Presentation • Test

  18. Attracting Applicants • Consider appropriate publications/methods of attracting applicants including: • Internet/websites http://www.uwic.ac.uk/jobs http://www.jobs.ac.uk • Jobcentre Plus • Paper based publications • Recruitment agencies • Head hunters Internal talent pool: • Possible development or career progression

  19. Key Stages to Recruitment and Selection • Shortlisting • Interview • Appointment

  20. Shortlisting Stage • Recruiting panels must adhere to the scheme of delegation for recruiting panels • Follow UWIC’s guidance which follows ‘best practice’ • Three panel members • Ensure that no discriminatory practices occur • Use of the person specification to assess all candidates • Shortlisting carried out independently by panel members

  21. Shortlisting Stage (continued) • “Positive about Disability”  double tick • Committed to interviewing all disabled candidates who fully meet the essential criteria • All shortlisted candidates must meet the essential criteria • Shortlisting decisions based only on the information contained in the application form relating to the person specification • Shortlisting must be an individual assessment not a comparison of candidates

  22. Interview Stage • Follow similar ‘best practice’ processes as shortlisting stage • Use of appropriate selection methods • Questions based on the person specification • Be aware of any special needs of the candidates • Panel members complete interview assessment form including scores and comments • Highest scoring candidate appointed • References considered once interviews have taken place

  23. Appointment Stage Chair of Panel • Make offer of appointment Human Resources • Salary offer • Clearances: • References, eligibility to work in the UK, medical clearance, CRB check where appropriate, verification of qualifications • Contract of employment

  24. Human Resources - Retention Human Resource Management and Human Resource Development Components

  25. Mankin, D.P (2001) A model for human resource development

  26. Investors in People

  27. Performance and Retention • Induction • Probation • Staff Performance Review • Staff Development – Career Development/Succession Planning • Total Reward Package

  28. Induction – [risk and benefit] • Unsatisfactory performance and low job satisfaction • Absenteeism, high labour turnover and resignations or dismissals • Tribunal cases if employees complain of unfair dismissal because of inadequate training • High demands on managers • Accidents leading to injuries and/or prosecution • Mistakes which are costly to the company (ACAS, 2005)

  29. Induction (continued) • http://staffportal.uwic.ac.uk/Units/HumanResources/sd/Pages/default.aspx • With the best will in the world, induction cannot be described as a glamorous, exciting facet of people management. In fact, it often degenerates into a hastily organised chore – a task that line managers can see as being merely a distraction from more important duties… (Rankin, 2006)

  30. Probation • “a testing of conduct or character of person, especially of candidate …… for employment.” (Concise Oxford Dictionary) • Staff grades 1 to 5, up to a maximum of 06 months [reviewed at 4/12/20 weeks] • Staff grades 6 to 9, up to a maximum of 12 months [reviewed at 8/26/42 weeks] • Temporary or casual staff, grades 1 to 9, up to a maximum of 3 months [reviewed at 3/7/11 weeks]

  31. Probation (continued) • Satisfactory completion of a probationary period • http://staffportal.uwic.ac.uk/Units/HumanResources/hr/az/Pages/P.aspx

  32. Staff Performance Review • “a cultural shift within HEIs towards an acceptance of performance management…..so that performance review becomes the norm, rather than the exception. This will involve tackling poor performance, but also managing good performance”. (KPMG, 2005) Staff Review and Development Scheme (2002) Staff Performance Review Scheme (2007)

  33. Staff Performance Review The scheme aims to: • Match individual and organisational needs • Structured objective setting linked to corporate plans • Review individual performance • Identify personal development needs • Identify any factors which may affect future objectives and priorities • Allow staff to feedback on school/unit and UWIC strategies and plans

  34. Staff Performance Review FIRST REVIEW AUGUST JULY COMMUNICATION MID-TERM REVIEW

  35. Staff Performance Review • SPECIFIC - • MEASURABLE - • ACHIEVABLE - • REALISTIC - • TIMED – • http://staffportal.uwic.ac.uk/Units/HumanResources/sd/staffperformancereviewscheme/Pages/default.aspx

  36. Career Development and Succession Planning • Corporate Staff Development Activities • Coaching and Mentoring Framework • Continuing Professional Development • http://staffportal.uwic.ac.uk/Units/HumanResources/sd/Pages/default.aspx

  37. Total Reward Package • a safe and amiable working environment; • job security; • induction; • staff development; • flexible working; • fair recruitment, appraisal, promotion and • redundancy policies and procedures (Herriot et al. 1997)

  38. Mankin, D.P (2001) A model for human resource development

  39. Quality Standards Framework • Core areas of Knowledge • Our Values • Our Ethos • Five Core Competencies • Fourteen Higher Education Role Analysis elements • Seven Principles of Public Life

  40. Mankin, D.P (2001) A model for human resource development

  41. Management standards • Support the development of job descriptions and person specifications; • Underpin the recruitment, induction and probation of new managers • Provide a platform for self-appraisal or audit of existing skills and knowledge • Underpin the identification of appropriate development needs • Form a basis for career development/succession planning

  42. Management Standards • Level Three • Level Four • Level Five • http://staffportal.uwic.ac.uk/Units/HumanResources/sd/managementstandards/Pages/default.aspx

  43. A Final Thought…….. QUALITY STAFF = A QUALITY UNIVERSITY

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