OUR FUTURES. Administrative Council Retreat Human Resources Trends for the next 5-10 Years. Human Resources, Gimli, October 17,

Transcription

1 OUR FUTURES Administrative Council Retreat Human Resources Trends for the next 5-10 Years Human Resources, Gimli, October 17,

2 Demographics Students enrolment reductions financial impact, increased diversity Employees Large number of retirements Greening of employees newer, younger Internal promotions / external hirings Increased part time employees Culture Increased diversity Opportunity for change Potential for high stress Human Resources, Gimli, October 17,

3 Technology Heavy use of web-sites Web forms and electronic workflow reduce need for signatures Self service for many functions Orientation / training activities on-line Employees need current computer skills Human Resources, Gimli, October 17,

4 Client (Employee) Expectations Competitive salaries and benefits Respectful environment / issues resolution Attention to workplace hazards Lots of information E.g. Blueprints for dealing with stress related illness Accommodation for illness, injury Assistance in dealing with management challenges Training / career development - programs and time Organizational change support Human Resources, Gimli, October 17,

5 Legislation / Regulations Increased requirements Health & Safety legislation Employment Standards Code Workers Compensation Human Rights Code Pension Benefits Act Increased complexity for managers Human Resources, Gimli, October 17,

6 Market Forces Need for competitive recruitment and retention strategies Need to maintain reputation as employer of choice U of M reputation, working conditions May need to collaborate with technical schools Pressure on compensation models for employee groups due to retirements / new hires Ability to recruit externally Restrictions on hiring salaries as per AESES agreement a barrier Human Resources, Gimli, October 17,

7 Space (lack thereof) Hampered ability to manage workforce fluctuations Workspace and parking space recruitment / retention barriers Increased intolerance for crowded working conditions Increased interest in working from home Contracting out as possible solution Competition internally for instructional, research and administrative space and among / within departments Human Resources, Gimli, October 17,

8 Collaboration with Other Units Working more with academic units Joint funding of positions Human Resources, Gimli, October 17,

9 HR Priorities Increased support to academic programs Effective recruitment strategies and supports Web-based supports for employees Succession planning Reasonable accommodation Training General EHS Managerial Career development Organizational reviews / change support Human Resources, Gimli, October 17,

10 EHSO Issues/Impacts for the Future Staff/Student expectations for a safe & healthy working environment. Continued Legislation/Regulatory demands New Provincial H&S Regulations (Jan, 2007) Research funding oversight H&S related controls. Emergency Preparedness (i.e. flu pandemic, terrorism, shootings, natural disasters, etc.) Aging Workforce H&S implications for safe workplace design and suitable return to work. Environmental Health and Safety Office (EHSO) Human Resources, Gimli, October 2006

11 EHSO Issues/Impacts for the Future New/evolving science H&S Issues i.e. Nanotechnology Protection of the Environment i.e pesticide spraying, disposal/recycling of haz materials, control of spills, air emissions, etc. Need for effective H&S Training & Orientation Need for the effective development and communication of Risks/Hazards/Action Plans Environmental Health and Safety Office (EHSO) Human Resources

12 Full-time Permanent Staff Distribution 3500 Full time employees at 10/13/06 = age group = 19.78% of population 56+ age group = 22.75% of population Note: 334 staff members age 61 or above plus F/T Emps Support Acad. Total Human Resources, Gimli, October 17,

13 HR Services How can we help: - Workforce assessments and redesign - Succession planning - Recruitment and retention strategies - Exit interviews - Promote the University as an Employer of Choice Human Resources, Gimli, October 17,

14 Staff Benefits Office Focus on Retirement Services Academic Age Profile /31/ /31/ Human Resources, Gimli, October 17,

15 Staff Benefits Office Focus on Retirement Services Support Staff Profile Human Resources, Gimli, October 17,

16 Staff Benefits Office Focus on Retirement Services Last 2 years - increases in the number of staff members over the age of 55 Academic % Support staff % Significant increase in the volume of staff members seeking pension information Human Resources, Gimli, October 17,

17 Staff Benefits Office Focus on Retirement Services Significant increase in the number of retired staff members who require services group retiree benefits Management of the monthly pension benefits can mean a 30 year commitment Computerized record keeping is a significant and time consuming task Record keeping over long duration is difficult due to systems change and conversion of data. There is a significant cost in managing data, and more resources must be allocated to maintain the data. Human Resources, Gimli, October 17,

18 Staff Benefits Office Focus on Retirement Services All processes must be systematized to achieve efficiencies All data and interface loads must be accurate so the systems can automatically run jobs and calculate retirement quotes difficult given the system renewals, we rely on data from other departments Wrong record keeping will lead to lost credibility and in some instances wrong financial data - extremely worrisome. Human Resources, Gimli, October 17,

19 Equity Services Trends Human Resources, Gimli, October 17,

20 LDS Futures Learning programs / resources Technology Space Mandatory? Learning networks Management / leadership development Soft skills, intercultural competence Conflict conversations Tuition / course fee reimbursement Learning & Development Services Human Resources

21 LDS Futures Career development Organizational learning (OD / OE) Culture engagement, respect, recognition, service Facilitation Planning Change support Teamwork Recognition programs Retirees activities Learning & Development Services Human Resources