Proposed HR Operational Plan 2011
An Overview
Nigel Waugh
Director of HR
HR User Group Meeting
21 July 2011
Objectives
HR to be regarded as:
• an enabler, rather than a barrier to getting things done;
• a provider of efficient professional services to clients;
• assisting clients manage risk and to be accountable for
people management decisions they make; and
• understanding and supporting the business achieve its
goals.
Strategies
1.
2.
3.
4.
5.
Modernise our approach to HR governance and management.
Clarify accountability and responsibility for making people
management decisions within a reformed People Management policy
framework.
Review and refresh our HR service delivery model to ensure that it
a. effectively and efficiently enables and supports the University
achieve its objectives; and,
b. supports HR professionals in providing professional advice and
services.
Review and re-engineer our business processes to ensure they
effectively and efficiently enable and support managers and staff.
Improve our communications such that HR services are effectively
and efficiently accessible to clients and HR staff.
Workstream 1 – Modernising HR Governance
& Management
1. People & Remuneration Committee of Council
2. HR Policy Committee
3. HR Management Advisory Committee
Workstream 2 - Clarify accountability and
responsibility for making people management
decisions within a reformed HR policy framework.
1.
Implement an HR accountability and responsibility framework
2.
Reconstitute existing HR policy and procedures into an HR policy
library
3.
Develop a new HR policy template
4.
Implement a policy on policy
5.
Review and reform current HR policy
Workstream 3 – Review and refresh our HR
service delivery model
1.
Review the effectiveness of the current client facing model and the internal structure of
the Division
2.
Develop and implement a Service Charter to improve understanding of HR services
and promote quality
3.
Develop and implement service catalogues
4.
Assess client satisfaction with services on an annual basis
5.
Externally benchmark our service culture
6.
Undertake skills audit of HR staff & develop HR professional competency framework
Workstream 4 – Improving HR Business
Processes
1. Determine priority business processes for reform
2. Research and adopt a single Business Process Reform
(BPR) tool
3. Assemble a BPR Working Group from stakeholders
4. Apply BPR tool to business processes in priority order
Workstream 5 – Improving HR
Communications
1. Review and re-develop the HR website
2. Develop and implement internal and external
communication protocols
3. Review and reform our communication forums
Criteria for Success
Deliver on fundamentals
PLUS
Adding value on strategy:
•
Performance management
•
Leadership & management development
•
Supporting change