Human Resources Strategic Plan

Transcription

1 Human Resources Strategic Plan

2 A M E SSAG E F R O M T H E V IC E P R E SI D E N T O F H UM AN RE S O URC ES Over the next five years, Human Resources will strive to deliver exceptional service and resources in an effort to realize our vision of creating a culture where our employees are engaged and empowered. With the human resources industry gradually becoming less about administrative tasks due to the finessing of technological solutions, the future of HR is more about adding strategic value, enabling us to focus on building and nurturing a University culture that positively impacts employees lives. HR serves the University in the unique role of ensuring a positive work environment for both departments AND employees. In order to do this we are committing ourselves to the following strategic focus areas: GOAL 1 : PEOPLE Total Rewards Improved Service GOAL 2 : OP TIMIZATION Collaboration, Process and Documentation GOAL 3: TECHNOLOGY HR Technology and Infrastructure Effective Partnering with Central IT GOAL 4: COMPLIANCE Initiatives Mandates The goals and strategies identified in this report are a result of a collaborative effort by the Human Resources leadership team with feedback and input from the HR staff and the Executive Vice President s office. The projects associated with these goals and strategies will continually evolve in ways that best align our support of UNM s goals and the outcomes of President Stokes strategic planning efforts. Dorothy Anderson Vice President, Human Resources Page 2

3 WHAT WE STRIVE FOR MISSION Deliver exceptional service and resources to make employees lives better every day. VISION Create a culture where our employees are engaged and empowered. GUIDING PRINCIPLES FREEDOM OF INQUIRY We encourage, protect, and respect the exploration of ideas and their free expression. INTEGRITY We build trust through transparency, truthfulness, and responsibility. INCLUSIVENESS AND RESPECT We thrive in a diverse environment characterized by respectful regard for other persons, recognition of their dignity, and considered use of influence and power. RESPONSIBILITY TO COMMUNITY We reflect upon our past, serve our present, and strive to improve our future through thoughtful stewardship of our cultures and environment. Page 3

4 GOAL 1: PEOPLE First and foremost, HR is about people. We must enhance the quality and consistency of services and resources we provide to the people who work for UNM and the people that work with HR if we are to succeed in creating a culture of engagement and empowerment for an improved overall experience at UNM. ST R ATE G IES 1.1 Total Rewards: Build upon programs and practices that attract, develop and retain quality employees 1.2 Improved Service: Cultivate relationships by providing employees and departments with up-to-date and useful information through consistent and exceptional customer service 2018 PR OJ EC TS ENTERPRISE PROJECTS Employment Knowledge Base Improve look, feel and usability of the Employment Knowledge Base Enhancements for a better end-user experience. Veteran s Preference Establish policy or program that promotes veteran hiring. This is a high-priority project to help achieve the UNM President s goal of making UNM a veteran-friendly campus. Page 4

5 DIVISION PROJECTS Delegated Agreements Departmental Employment Certification/Training Effort Evaluate workload of HR Consultants in regard to support needed to fulfill duties of the Delegated Agreements in a proactive manner. Total Compensation Calculator Assessment Improve on-line calculator to provide employees information on the value of their total compensation package. Compensation Guidelines Study Adoption and Implementation Design and implement the concepts of the compensation guidelines study to include process, policy and web resources. Communicate and train stakeholders. Wellness Platform Evaluation Evaluate the possibility of implementing an enrollment platform o compliment existing UNM Wellness initiatives. Benefits Enrollment Platform Evaluation Evaluate the possibility of implementing an enrollment platform that would improve the employee experience of viewing and managing plans. Goal 1 People Page 5

6 GOAL 2: OPTIMIZATION Optimize the HR Division by increasing internal collaboration, evolving our organization structure and refining our business processes to allow us to focus less on red tape and more on helping UNM departments and employees get their jobs done more effectively. ST R ATE G IES 2.1 Collaboration, Process and Documentation: Enhance collaboration across HR departments and reduce duplication through the review, refinement and documentation of internal business processes PR OJ EC TS ENTERPRISE PROJECTS Employment Contract Issuance Redefine process and ownership to reduce turnaround time of and Renewal Process contract issuance and decrease annual processing time of fiscal year renewals; therefore, creating a more efficient flow of work. Page Page 66

7 DIVISION PROJECTS Process Collaboration between Client Services & HR Services Review overall collaboration and touch points of processes between Client Services and HR Services to include the tracking of compensation actions, metrics and transactional work. Non-Credit Teachers as Staff Positions In 2017, Non-Credit Teachers were reclassified as staff from faculty. HR will create position descriptions, determine proper employment classification attributes and define the hiring and pay structure process for main and branch campuses. Valuation of Lean for HR Train a small team of HR staff on lean who will pilot the usage of lean to improve an HR process. The results will be shared with HR staff as an example of lean and the team will provide consultations and ongoing support of lean as other projects are managed using the lean methodology. Continue Evaluation of Division Organization and Structure Through succession planning and the evolution of services requested of Human Resources by UNM, HR regularly evaluates its structure and functional process ownership to meet changing needs. Goal 2 Optimization Page 7

8 GOAL 3: TECHNOLOGY Employ technology to improve efficiency within HR and to increase employee satisfaction and success across campus. ST R ATE G IES 3.1 HR Technology and Infrastructure: Deploy technical solutions within our sphere of authority to enhance HR department effectiveness 3.2 Effective Partnering with Central IT: Leverage relationships and expertise with Information Technologies to implement and improve enterprise applications, systems and processes Page 8

9 2018 PROJECTS ENTERPRISE PROJECTS Banner 9 HR Implementation Online Performance Evaluation Full Implementation UNMJobs 2.0 Phase 2 End-User Improvements & Documentation UNMJobs 2.0 Phase 2 Technical Improvements & Enhancements Collaborate with core IT and HR functional users to learn, test and migrate to Banner 9 from Banner 8. Establish policy or program that promotes veteran hiring. This is a high-priority project to help achieve the UNM President s goal of making UNM a veteran-friendly campus. Improve and streamline standard operating procedure documentation, resource documentation, and new employee materials to meet the needs of prospective employees, candidates and hiring units who are utilizing the new UNMJobs 2.0 system. Improve and enhance technology supporting the new UNMJobs 2.0 system. Tasks include data exportation for reporting, improvements to user security roles and establishment of process to manage future release testing. DIVISION PROJECTS Employee Relations Database Redesign and Implementation Implement a new case management software that provides metrics on case statuses and trends. Salary Placement and Equity Tool Assessment Develop a reporting tool to aid departments and consultants in making informed decisions when offering a salary to an employee. Goal 3 Technology Page 9

10 GOAL 4: COMPLIANCE Embrace HR s role in an effective university-wide compliance program while responding with agility to new challenges and requirements. ST R ATE G IES 4.1 Initiatives: Adopt best practices across the Division to effectively support employees, manage risk and control cost 4.2 Mandates: Implement new obligations in a forward-looking manner that promotes an environment of ethics and compliance while balancing efficiency and effectiveness Page 10

11 2018 PROJECTS ENTERPRISE PROJECTS Disciplinary Process Development & Implementation Redesign disciplinary process, policy, tools and training to align with best practices and demonstrate consistency of actions in relation to infractions or violations. UNM Mandatory Training Enhancements Assess and improve the 2017 mandatory training process including communications management, reporting, IT requirements, system troubleshooting and learning. DIVISION PROJECTS Exit Survey Process Redesign and Implementation Redesign the UNM exit survey content and identify an appropriate survey mechanism in an effort to capture meaningful data that can be used to identify areas of focus. Goal 4 Compliance Page 11

12 HR.UNM.EDU R E V I S E D D AT E J U N E 1,