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AUC HR Strategic Plan FY20-FY22: Transforming Human Capital for Excellence

Aligning with the University's mission, vision, and institutional pillars, the HR team embarks on a transformation journey to drive excellence through innovative HR programs and services. Addressing challenges and celebrating achievements, the focus is on HR services, business goals, and enhancing the organization's human capital.

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AUC HR Strategic Plan FY20-FY22: Transforming Human Capital for Excellence

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  1. HR Strategic Plan FY20 – FY22

  2. Table of Contents 01 04 Challenges - Achievements Mission, Vision and Values 02 05 HR Transformation Journey HR Team 06 03 Key Business Goals, KPIs, Targets Linked to Institutional Pillars HR Services

  3. Vision Values Mission • Excellence • Collaboration • Integrity • Transparency • Transformation • Innovation To lead the organization Human Capital and act as a trusted resource & partner in support of the University mission, vision, and employees. As a strategic partner with the University’s senior management, we develop and implement innovative human resource programs and services designed to support the mission of AUC. Our core services and competencies include recruitment and staffing, staff relations, talent management, compensation and benefits.

  4. Our Services Center Of Excellence HR Business Partners Shared Service Center • Compensation & Benefits Policies • Salary Survey, Structure & Budget • Reward Programs (100 Years of Excellence awards) • AUC Competency Frame Work • ELP • Integrated Orientation • Onboarding/Off Boarding Program 1- Compensation and Benefits: Payroll Processing, Execution of Health Care Plans, Pension Plans, Insurance Plan, Educational Benefits, Daycare 2- Employee Affairs (Faculty & Staff): Appointment Procedures, Leaves Resignations, Overtime, HR letters Service Agreement Procedures • Structure Changes • Compensation Interventions & Changes • Performance Management • Recruitment • Manpower Planning

  5. Challenges - Achievements Challenges Achievements • External • Market Salary inflation – Attraction and Retention of High Talent • Employment Taxes • Internal Community • Managers & Employees Expectations • Managing Employee Performance • Community Resistance to Change • Internal Policies & Systems • Lack of HRIS Systems • Aligning AUC Organization Structure • Alignment of Contractual Agreements, Policies and Procedures • Scarce Jobs Recruitment and Retention Pay Lines • 100 years of Excellence Awards • Annual Preparation of Salary Increases or Pay for Performance Bonus • New HR Organization Structure • AUC Competence Frame Work • Executive Leadership Development • Performance Management System • Upgrade of HRIS Systems - Ongoing • Organization Excellence Project - Ongoing • Streaming Employment Contractual Agreements - Ongoing

  6. HR Transformation Journey Two Years ago Now To Be – FY21 • Lack of Strategy • Inconsistent Structure / Headcount • No Performance Management • Personnel Function • Rightsizing • Salary & Benefits • High Performing Institution • Systems Automation

  7. Key Business Goals, KPIs, Targets Linked to Institutional Pillars KEY BUSINESS GOALS TIME KPI & TARGETS RESOURCES Quality of Education Internationalization

  8. Key Business Goals, KPIs, Targets Linked to Institutional Pillars KEY BUSINESS GOALS TIME KPI & TARGETS RESOURCES AUC Experience Institutional Effectiveness Innovation

  9. DISCUSSION & QUESTIONS

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