human resources at loughborough university rob allan director of human resources may 2013
TRANSCRIPT
Working at Loughborough
Very friendly Good atmosphere Nice environment Long serving staff Quite bureaucratic/committee focussed Not used to organisational change Good “despite” not “because of”
systems & processes
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Staff Statistics
3200 staff (approx) Approx 50:50 split by gender 12% BME 78 nationalities (approx) 1.6% (declared) disabled 36% part time
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What is HR/HRM?
Replaced “Personnel” in 1980s Personnel viewed as being more administrative
and reactive (transactional) HR viewed as being more strategic and
proactive (transformational) Public sector a little behind private sector? Helping the organisation get the most from its
staff. Helping managers manage. HRM is every manager’s job
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Context for HRM at L’boro
• LU’s Strategy “Towards 2016” emphasises the need to develop the University’s approach to the management of its Human Resources
• Past HEFCE feedback (2007) on self-assessment of people management at LU – “There was an absence of a clear commitment to on-going continuous improvement in people management.”
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Towards 2016 (HR)
• Culture / Working Environment
• Leadership Style and Management Development
• Simplicity
• Extend application of existing capabilities to include staff.
• Appoint HRD & HR restructuring
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Areas for post-HR Director arrival
Areas that required personal championing from new HR Director:
• Agreed priorities from staff survey (2008)
• Definition and implementation of revised HR structure
• Capability development of HR staff
• Performance & development review
Management at Loughborough
No book of Loughborough Management Loughborough style? Continuous Improvement Role Models - Lead by example Common sense Accepting /Taking Responsibility Not working in isolation Corporate purpose
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Common Organisational Challenges
Building organisational capability
Attracting & retaining talent
Building Performance
Building Commitment
Building HR Effectiveness (not just HR Dept)
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Challenges for HEIs
Major funding challenges/uncertainty about the future
Doing more with less
Managing major change (restructures, redundancies)
Cost of absenteeism (Sickness costs approx £700 per person pa, so £2,240,000 to Loughborough)
Focus motivation and performance
Employer profile and reputation
Increased competition
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HRM Challenges Ahead
In challenging economic times, it is more important than ever to ensure that staff remain motivated, engaged, healthy and able to perform
HRM - far too important to be left to the HR Department!
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Management Challenges
Performance management (incl attendance; discipline; grievance; nb. bullying/harassment)
Reward (incl JE) Managing change (supporting staff) Communication Staff involvement/consultation Workload/Bureaucracy Staff Development (including career dev) Develop our strengths as well as weaknesses
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Absence Management
Back to Work meetings Improve data recording and review Be aware (of all your staff) Take action Avoid absence culture Communication Leadership Deal with poor performers
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Reward
National Pay Bargaining Local Pay Elements
- Equality?
- Consistency?
- Supporting organisational objectives?
- Transparency? Subsidiary companies
Reward Systems
University Rewards (Financial & non-financial)InconsistencySetting the bar too lowConsolidated v Non-consolidated?Inappropriate promisesPerverse rewardsPassiveJob Evaluation
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Job Evaluation
Defence for Equal Pay claims Upward Grade Drift Over graded jobs Still cases of personal reward Ops Comm process – wrong way round?
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Recruitment
Quality control Efficiencies Centralise Move to E Recruitment Temporary staff – best value? Fixed term contracts
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Staff Development
Management & Leadership- Action Learning sets - Mentoring & Coaching
- Secondments - People Management skills
Succession Planning/ Talent Pool Career Development PDR Organisational Development Equalities & Diversity Induction
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Employee Relations
Good relationships with Trade Unions (UCU; Unison; Unite)
Communication Consultation & Negotiation (J.N.C.C.) Policies & Procedures (nb Simplicity)
(n.b. performance; conduct; sickness;)
Redeployment & Redundancy
Organisation as employer Internal adverts FTCs Tensions re Redeployment Security of Employment (6 months) Protection Failure to consult Avoidance of our own procedures
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Staff Support
Occupational Health Staff Counselling Confide (Bullying & Harassment) Career Guidance ‘Buddying’ & Mentoring Staff Support Groups SUPPORTING MANAGERS TOO
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Equality & Diversity
consult & support staff across all diversity issues.
implement Single Equality Scheme refresh the E & D training incl induction ensure diversity issues are ‘main-streamed’ Ensure organisations meets its statutory duties
(Equality Act 2010) Treat individuals fairly & with respect
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How are we doing?
Quarterly reports to HR Committee (HR scorecard/ KPIs)
Staff Surveys Benchmarking Accreditation Publicise internally What should be included?
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Staff Survey (Org Culture)
Established where we were (2008) Excellent results – response rate and
scores Some issues requiring attention Interesting Benchmark data – for
comparison with 2012 survey
Staff Survey 2012
64% response rate 92% (95%) felt it a good place to
work 92% generally enjoy their work 80% understand core values 76% communication is effective 87% would recommend to a friend
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Areas for Attention
Communication Managing change (supporting staff) Staff involvement Workload/Bureaucracy Efficiency Training & Development (including career dev) Performance management Develop our strengths as well as weaknesses