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ROADMAP to EXCELLENCE

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Title: ROADMAP to EXCELLENCE


1
ROADMAP to EXCELLENCE
  • TTUHSC HR
  • 2009

2
Why strategic planning was important
  • Need common ground
  • Opportunity to assess organization
  • Make us all better at what we do
  • Reaffirm Why we do what we do
  • Improve Perception, relationships, HR value
  • Still not systems focused----process focused

3
Why strategic planning was important
  • Pro-active versus reactive
  • Alignment with the work in the institution and
    individual campuses
  • Internal staff and those we serve looking for
    consistency in direction Different levels of
    expectations
  • Need additional resources

4
Strategic Planning
5
Background Information
  • 20 return on customer survey administered in
    November
  • 80 return rate for internal HR survey
  • Results presented for the department as a whole
    and for individual campuses (lots of comments)

6
Background Information
  • Interviews were held with TTUHSC President, VPs,
    Deans, several Directors, Managers and
    Supervisors
  • Discussions were held with HR staff at each
    campus
  • Best practices were researched
  • Exit interviews held with HR staff in Lubbock who
    have taken other jobs outside the department

7
What we learned from customers
  • Enhanced customer service
  • More education on benefits
  • Recruitment and retention strategies needed
  • Employee relations issues need to be more
    effectively addressed
  • Need more education on policies
  • Develop leaders/managers
  • Push for accountability

8
What we learned from customers
  • Influence other departments to do whats
    necessary
  • Website / Access needs to be updated and more
    useful
  • Confidentiality is questioned
  • More training and development needed
  • Job Performance
  • Leadership
  • Soft skills
  • HR
  • Accuracy timeliness of information is needed
    from HR

9
What Direction is TTUHSC Going How Will it
Impact HR
  • Key areas of focus
  • Increase Access to Healthcare
  • Effectiveness/Efficiency
  • Increase in External Research Funding
  • Impact on HR
  • Attract Retain Quality Staff
  • New Recruiting Sources New ponds by which to
    fish
  • Refine Recruitment Process
  • Retention initiatives needed
  • Refine HR Functional areas
  •  

10
What Direction is TTUHSC Going How Will it
Impact HR
  • Key areas of focus
  • Growth in Programs
  •  
  •  Impact on HR
  • Increase in employee skill sets
  • Need to assess current level of skill in
    workforce
  • Pay equity assessment
  • Communication (effective)
  • Wage/Compensation education
  • Increased training and development

11
What Direction is TTUHSC Going How Will it
Impact HR
  • Key areas of focus
  • Fairness
  • Team Effectiveness
  • Equitable Pay
  • Change Orientation
  •  
  • Impact on HR
  • Focus on Diversity Issues/Awareness
  • Regular salary assessments
  • Employer of Choice
  • Employee relations support

12
What we need to focus on!
  • People
  • Communication
  • Employee Development
  • Operational Effectiveness and Efficiency
  • Process Improvement

13
Department Mission
  • ACHIEVE excellence in all human resources
    functional areas and administrative
    responsibilities.
  • SUPPORT Service Plus in both philosophy and
    everyday activity.
  • PROVIDE quality human resources to support the
    teaching, research and public service functions
    of the organization.
  • PROVIDE quality leadership from the Human
    Resources Office management team including the
    Human Resources Managers at the Amarillo, El
    Paso and Odessa campuses.
  •  

14
Work Alignment
  • HR Lubbock office structure will change to better
    support HR regional offices, faculty and staff
    and the Lubbock campus
  • More emphasis put on employee relations
    management, training and organizational
    development
  • Streamline processes
  • Improved efficiency
  • Leverage HR resources across campuses

15
Immediate Changes
  • New structure of Lubbock office HR functions
  • Decrease in duplication of processes
  • Office of Immigration Employment Services will be
    established (possibly three new positions)
  • There will be increased focus on recruitment,
    wage and compensation administration
  • Combined function of employee relations, training
    and development

16
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17
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18
HR Philosophy
  • What We Value
  • Relationships we have with those we support
  • Value our people and the people we serve
  • Competence
  • The work we do
  • Contributions to the institution
  • Honesty, integrity
  • Fun team philosophy

19
HR Philosophy
  • What Must Be in Place!
  • Credibility
  • Skilled and knowledgeable personnel
  • Resources/Funds
  • Positive perception of the department
  • Us/Them mentality demolished
  • Ability to influence others
  • Accountability
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