HIGHER EDUCATION People Management

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HIGHER EDUCATIONPeople Management

• Melanie OToole
• Director International
• Lincoln University
• Tel [phone]

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Higher Education People Management

• Agenda
• Definitions
• Why People are Important?
• Salaries and conditions
• Recruitment strategies
• Retention strategies
• Going Forward Suggested Actions
• Resources Information

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What is Higher Education ?

• Higher Education is education developed and
  provided by public and privately funded
  universities, vocational universities (liberal
  arts colleges, community colleges) that award
  academic degrees for people between the ages of
  17 to 80 years of age.

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Characteristics of Higher Education

• Significant changes in the last 3 decades
  elitist to mass education
• Funding subsidised by local and national
  governments/taxpayers
• Academics and Teachers product developers and
  deliverers
• Multicultural and mobile work environments
  particularly in academic ranks
• Gender imbalance senior ranks, administration
• Salary and conditions fixed, inflexible less
  than the private sector.

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New Zealand Higher Education Working Environment

• How does it compare ?
• Singapore (pop 4 mill)
• Australia (pop 20 mill)

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Pensions / Superannuation

• Singapore 33 superannuation
• New Zealand 0 superannuation
• Australia 9-17 superannuation

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Annual Leave

• Singapore 42 days
• New Zealand 20 days
• Australia 20 days

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Other Conditions

• Housing
• Subsidised tuition for family members
• Child care
• Elder care
• Office equipment mobile phone, computer,
  software, internet
• Telecommuting
• Sabbatical Leave
• Parental Leave
• Staff emergency loans
• Car Allowance / Leasing
• Medical subsidies dental, medical, optometry

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War on Talent Issues

• Private sector salaries conditions
• Prestigious university brands
• Geographic academe/research hubs
• Examples
• Singapore Biotechnology.
• Melbourne, Australia medical science

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Recruitment Strategies

• Internet Intranet Advertising
• Referral bonus
• Conferences
• Advertising
• Referral
• Interviews

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Retention Strategies

• Strategic operational involvement
• Physical working conditions
• Family friendly work policies practices
• Career Enhancing work policies practices. E.g.
  job rotation, sabbaticals, planned career breaks.

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Family Friendly Work Practices

• Singapore onsite as well as subsidises for at
  home childcare
• Australia telecommuting, job-sharing job
  rotation, flexi-time.

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Career Enhancing Work Policies Practices

• Career breaks/sabbaticals for academic
  non-academic staff
• E.g. University of Melbourne, Australia.
• Subsidised tuition rates for family members of
  staff e.g. Monash University, Australia.

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Suppliers

• Who are they?
• Supplier Relationship Management Systems
• Supplier Selection
• E.g. Waikato University. New Zealand made
  products
• Supplier performance management
• Payment Incentives
• E.g. input to strategic plans

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Going Forward Suggested Actions

• Benchmark against local and international
  competitors
• Consult with staff suppliers regularly and
  actively
• Involve staff suppliers in planning
• Provide tangible, meaningful incentives.

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Resources and Information

• Association of Commonwealth Universities
• Web www.acu.ac.uk
• Association of Professional Engineers, Scientists
  Managers
• Web www.apesma.asn.au
• National Tertiary Education Union
• Web www.nteu.org.an

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