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HR-Planning for the Future: Staff Relations and Development Initiatives

This comprehensive HR planning strategy includes workshops on managing in a unionized environment, development of an integrity toolkit, review of disability management benefits, implementation of competencies in the selection process, and the introduction of a talent management framework.

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HR-Planning for the Future: Staff Relations and Development Initiatives

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  1. Planning for the future Human Resources Here to assist you

  2. HR-Planning for the future Focus Points for 2006-2007 HumanResources and others….

  3. HR-Planning for the future Staff Relations • Workshop: Managing in a Unionized Environment Objective: To design and deliver a workshop on disciplinary administrative measures as part of Phase II of the Leadership Development Program. HumanResources

  4. HR-Planning for the future Staff Relations • Workshop: Managing in a Unionized Environment Action Plan: • Pilot group presentation Oct. 2006 • Workshop review following pilot session Nov.2006 • Workshop presentation Nov. 2006 HumanResources

  5. HR-Planning for the future Staff Relations Development of an “integrity toolkit (Code of Accountabilities/Responsibilities) Objective: • To develop a toolkit for distribution to all staff which would regroup in a single reference document policies covering employee accountability/responsibility such as: • Conflict of Interest Policy, • Code of Conduct for Users of Computing Facilities policy, • Etc. HumanResources

  6. HR-Planning for the future Staff Relations Development of an “integrity” toolkit (Code of Accountability/Responsibilities) Action Plan: HumanResources 1. Identification of issues and concerns 2. Review of present practices and benchmarking 3. Draft for discussion and consultations withsenior management 4. Completion of toolkit and distribution to all University staff members Sept. 2006 Nov. 2006 Jan. 2007 May 2007

  7. HR-Planning for the future Benefits Disability Management • Objective: • Review the management of short-term disability cases. • Review current practices • Assess cost of current plan HumanResources

  8. HR-Planning for the future Benefits Disability Management Action Plan: • 1. Develop key statistical reports Oct. 2006 • 2. Determine trends and analysis Nov. 2006 • 3. Review best practices with Disability Management Feb. 2007 Specialists • 4. Implement recommendations April 2007 • 5. Present to APO’s/R’s, Direct Services May 2007 HumanResources

  9. HR-Planning for the future Staffing Implementation of Competencies in the Selection Process Objective: Develop a framework for the implementation of competencies in the selection and recruitment process for the M group. HumanResources

  10. HR-Planning for the future Staffing Implementation of Competencies in the Selection Process Action Plan: • 1. Assess Lominger tool that evaluates Sept. 2006 competencies • 2. Identify details for implementation Oct. 2006 • 3. Report with recommendations Nov. 2006 • 4. Develop an implementation plan Jan. 2007 • 5. Carry out the implementation plan May 2007 HumanResources

  11. HR-Planning for the future Records and Systems HR Services Unit Objectives: • To review, integrate and streamline processes and activities related to transactions and service delivery currently offered and administered by Human Resources, Academic Personnel and Pension Administration into one central HR Service Unit. HumanResources

  12. HR-Planning for the future Records and Systems HR Services Unit • Objectives(cont’d): • To analyse HR-related processes and identify opportunities dedicated to providing one-stop, streamlined, customer-driven service. Perform a re-design of these activities to meet these objectives. • To enhance and increase faculty and staff self service capabilities through increased Web functionality. HumanResources

  13. HR-Planning for the future Records and Systems HR Services Unit Action Plan: 1. Review service unit models 2. Identify services provided to faculty and staff 3. Definition and scoping of services and transactions 4. Definition of single unique access 5. Preparation of a plan with recommendations 6. Implementation HumanResources

  14. HR-Planning for the future Organizational & Staff Development Talent Management Framework Objectives: • Introduce Talent Management concepts and framework which would include competencies, Performance Dialogue and succession planning. HumanResources

  15. Human Resources Planning for the future Robert Savoie, Executive Director, Human Resources

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