Roadmap to excellence
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ROADMAP to EXCELLENCE. TTUHSC HR 2009. 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.

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ROADMAP to EXCELLENCE

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Roadmap to excellence

ROADMAP to EXCELLENCE

TTUHSC HR

2009


Why strategic planning was important

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


Why strategic planning was important1

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


Strategic planning

Strategic Planning


Background information

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)


Background information1

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


What we learned from customers

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


What we learned from customers1

What we learned from customers

  • Influence other departments to do what’s 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


  • What direction is ttuhsc going how will it impact hr

    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


    What direction is ttuhsc going how will it impact hr1

    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


    What direction is ttuhsc going how will it impact hr2

    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


    What we need to focus on

    What we need to focus on!

    • People

    • Communication

    • Employee Development

    • Operational Effectiveness and Efficiency

    • Process Improvement


    Department mission

    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.


    Work alignment

    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


    Immediate changes

    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


    Hr philosophy

    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


    Hr philosophy1

    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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