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ROADMAP to EXCELLENCE

ROADMAP to EXCELLENCE. TTUHSC HR 2009. Why strategic planning was important. Need common ground Opportunity to assess organization Make us all better at what we do Reaffirm: Why we do what we do Improve: Perception, relationships, HR value Still not systems focused----process focused.

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ROADMAP to EXCELLENCE

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  1. ROADMAP to EXCELLENCE TTUHSC HR 2009

  2. Why strategic planning was important • Need common ground • Opportunity to assess organization • Make us all better at what we do • Reaffirm: Why we do what we do • Improve: Perception, relationships, HR value • Still not systems focused----process focused

  3. Why strategic planning was important • Pro-active versus reactive • Alignment with the work in the institution and individual campuses • Internal staff and those we serve looking for consistency in direction: Different levels of expectations • Need additional resources

  4. Strategic Planning

  5. Background Information • 20% return on customer survey administered in November • 80% return rate for internal HR survey • Results presented for the department as a whole and for individual campuses (lots of comments)

  6. Background Information • Interviews were held with TTUHSC President, VPs, Deans, several Directors, Managers and Supervisors • Discussions were held with HR staff at each campus • Best practices were researched • Exit interviews held with HR staff in Lubbock who have taken other jobs outside the department

  7. What we learned from customers • Enhanced customer service • More education on benefits • Recruitment and retention strategies needed • Employee relations issues need to be more effectively addressed • Need more education on policies • Develop leaders/managers • Push for accountability

  8. What we learned from customers • Influence other departments to do what’s necessary • Website / Access needs to be updated and more useful • Confidentiality is questioned • More training and development needed • Job Performance • Leadership • Soft skills • HR • Accuracy & timeliness of information is needed from HR

  9. What Direction is TTUHSC Going – How Will it Impact HR Key areas of focus • Increase Access to Healthcare • Effectiveness/Efficiency • Increase in External Research Funding Impact on HR • Attract & Retain Quality Staff • New Recruiting Sources “New ponds by which to fish” • Refine Recruitment Process • Retention initiatives needed • Refine HR Functional areas

  10. What Direction is TTUHSC Going – How Will it Impact HR Key areas of focus • Growth in Programs Impact on HR • Increase in employee skill sets • Need to assess current level of skill in workforce • Pay equity assessment • Communication (effective) • Wage/Compensation education • Increased training and development

  11. What Direction is TTUHSC Going – How Will it Impact HR Key areas of focus • Fairness • Team Effectiveness • Equitable Pay • Change Orientation Impact on HR • Focus on Diversity Issues/Awareness • Regular salary assessments • Employer of Choice • Employee relations support

  12. What we need to focus on! • People • Communication • Employee Development • Operational Effectiveness and Efficiency • Process Improvement

  13. Department Mission • ACHIEVE excellence in all human resources functional areas and administrative responsibilities. • SUPPORT Service Plus in both philosophy and everyday activity. • PROVIDE quality human resources to support the teaching, research and public service functions of the organization. • PROVIDE quality leadership from the Human Resources Office management team including the Human Resources Managers at the Amarillo, El Paso and Odessa campuses.

  14. Work Alignment • HR Lubbock office structure will change to better support HR regional offices, faculty and staff and the Lubbock campus • More emphasis put on employee relations management, training and organizational development • Streamline processes • Improved efficiency • Leverage HR resources across campuses

  15. Immediate Changes • New structure of Lubbock office HR functions • Decrease in duplication of processes • Office of Immigration Employment Services will be established (possibly three new positions) • There will be increased focus on recruitment, wage and compensation administration • Combined function of employee relations, training and development

  16. HR Philosophy What We Value • Relationships we have with those we support • Value our people and the people we serve • Competence • The work we do • Contributions to the institution • Honesty, integrity • Fun team philosophy

  17. HR Philosophy What Must Be in Place! • Credibility • Skilled and knowledgeable personnel • Resources/Funds • Positive perception of the department • Us/Them mentality demolished • Ability to influence others • Accountability

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