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Higher Education and HR

Higher Education and HR. Higher Education. Tuition at public four-year colleges and universities has increased over 160% since 1990 Higher education workforce grew by 28% since 2000

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Higher Education and HR

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  1. Higher Education and HR

  2. Higher Education • Tuition at public four-year colleges and universities has increased over 160% since 1990 • Higher education workforce grew by 28% since 2000 “Changing Staffing and Compensation Patterns in Higher Education.” (2014). Delta Cost Project, American Institutes for Research.

  3. Higher Education • The cost of education has risen between 2.9% and 8% EACH YEAR since the 80’s “Trends in College Pricing.” (2013). Trends in Higher Education Series. The College Board. • But “higher salaries” are not the leading cause of rising tuition costs. • Reduced state support, more positions / shifts in staffing, benefits changes, etc. “Changing Staffing and Compensation Patterns in Higher Education.” (2014). Delta Cost Project, American Institutes for Research.

  4. Higher Education • Growth in administrative jobs – “professional positions” - outpaced executive, managerial and faculty jobs • Ex: admissions, student services, advisors, business analysts, HR and budget personnel, etc. • Wage and salary expenditures for student services was the fastest growing salary expense in the last decade. “Changing Staffing and Compensation Patterns in Higher Education.” (2014). Delta Cost Project, American Institutes for Research.

  5. HE Job Growth • Trend toward jobs that provide business services or “non-instructional student services.” • Rise in government mandates. • Oversight of complex administrative requirements (e.g. information technology). • Enhanced student services like recruitment, admissions, advising, financial aid, registrars, student counseling, student organizations, athletics. • Redefined faculty and administrator responsibilities. • Reliance on increase fundraising, and revenue generating roles. • Expanding administrative offices to support aforementioned functions.

  6. Demands on HR • Employment laws and regulatory compliance • Recruiting and hiring – employment patterns • Health Care / ACA • Emerging technologies, social media. • Changing economic conditions • Globalization

  7. 3 Human Resource functions • Compliance • Service • Advisory

  8. Human Resources

  9. UCF Mission Statement “The University of Central Florida is a public multi-campus, metropolitan research university that stands for opportunity. The university anchors the Central Florida city-state in meeting its economic, cultural, intellectual, environmental, and societal needs by providing high-quality, broad-based education and experienced-based learning; pioneering scholarship and impactful research; enriched student development and leadership growth; and highly relevant continuing education and public service initiatives that address pressing local, state, national, and international issues in support of the global community.”

  10. Future of UCF HR • Evaluate all HR functions • Seek process improvements in all areas • Engage the campus community • Leverage technology wherever possible • Position HR as a strategic partner to accomplish goals

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