hr department at ucc an overview – april, 2015 barry o’brien, director of hr
Post on 21-Dec-2015
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Operating Environment
• New funding arrangements
• Technological change
• Enhanced student choice
• Greater expectations of the teaching and learning experience
• Demands for greater transparency and accountability
CentralServicesCentralServices
HR ‘Business’HR ‘Business’ Employee RelationsEmployee Relations Staff Welfare & Development
Staff Welfare & Development
HR Strategy & OrganisationalDevelopment
HR Strategy & OrganisationalDevelopment
RecruitmentRecruitment
Contract ManagementContract Management
Leave ManagementLeave Management
PensionsPensions
Research Contract MgResearch Contract Mg
Employee Information System
Employee Information System
HR Manager SEFSHR Manager SEFS
HR Manager M&HHR Manager M&H
HR Manager B&L + ACSSSHR Manager B&L + ACSSS
Research AdvisorResearch Advisor
Contracts & Recruit Advisor
Contracts & Recruit Advisor
Employee Relations AdvisorEmployee Relations Advisor
Industrial RelationsIndustrial Relations
EqualityEquality
ComplianceCompliance
Dispute ResolutionDispute Resolution
Staff DevelopmentStaff Development
Staff WelfareStaff Welfare
Leadership & Management Development
Leadership & Management Development
OrientationOrientation
Staff RecognitionStaff Recognition
CoachingCoaching
Performance ManagementPerformance Management
Promotion & EstablishmentPromotion & Establishment
Succession PlanningSuccession Planning
Organisational /Job Structural design
Organisational /Job Structural design
Academic WorkloadAcademic Workload
Job Evaluation / Grading
Job Evaluation / Grading
HR StrategyHR Strategy
HR DirectorHR Director
HR Structure
Operating Principles
• Provide clear leadership and direction
• Enabling adaptability and flexibility across the University
• Implementing the policy and regulatory framework
• Supporting the development of the University staff
Human Resources Proposition
• Developing a human resources experience for all
• Accessible
• Consistent
• Quality outcomes for all stakeholders
Key Deliverables – at UCC level
• Develop a strong working relationship with the President and all other senior management
• Bring added value to the management team table
• Embed a performance management culture across the organisation
• Maximise all HR resources for optimal service delivery
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