HR Review Summary of Responses
Report Concluded that
1 We need to take action in modernising:
- Policies
- Processes And Procedures
- Data Use And Information Management
- Staff Development
- Staff Wellbeing
- Strategy
2 We need to address our:
- Ways Of Working
- Service Delivery Methods
- Communications
- Team Structure
- Working Environment
3 What Did We Propose And Gain Acceptance For?
Staffing Change in 2 Phases
Phase 1
Move to HR Business Partner Approach- begin transition from “Personnel” to HR adding value
Support Policy and process review
Clean up data, improve data management and organise management information
Introduce E Recruitment
Add support to Staff Development
Bring in Occupational Health
[HR Organisational Chart Phase 1] [MS Word file]
Phase 2
Move to more Central Business Support in Central HR
Focus on efficiency, shared/reduced unit cost activity, vfm contracts, KPI’s and research
Develop further to HR/ HCM function
[HR Organisational Chart Phase 2] [MS Word file]
[Business Partner Team Remits] [MS Word file]
Systems and Environment
- Invest in E Recruitment – improve quality and reduce cost
- E enablement of information and processes
- Develop Pyramid (HR Database) to full capacity
- Management information development
- Prioritise single location, upgraded working environment.
4 What Are We Already Doing?
Policies
Already begun to review in line with Framework Agreement, but need full project plan to encompass not just modernisation but access, promulgation and training
Processes And Procedures
Process Mapping skills in place, and begun training programme for staff on project management
Data Use And Information Management
Commissioned and awaiting final report on management information needs. Pyramid development project to be launched in June 2008.
Staff Development
Major development of on line induction already, revised PDR forms and data collection, developed Leadership and development offerings, proactive development of other activities with focus on enablement and personal ownership of development.
Staff Wellbeing
About to invite applications for providers of Occupational Health Service
Strategy
Beginning to engage in more detail on some strategic issues as consequence of Framework Agreement, Staff Development needs and organisational changes.
Ways Of Working
Increasing collaboration with stakeholders in Finance, communications, Estates, RCCS, IT and academic depts to meet Goldsmiths’ needs.
Service Delivery Methods
Little change so far, but improving face to face delivery of service. Much to do on e-enablement.
Communications
Improved quality of written work, committee papers, reports and correspondence and communications, but much more to do. More frequent working with Communications team on e.g. Framework Agreement.
Team Structure
Stabilised current staffing and structure. Phase 1 and 2 structures as attached.
Working Environment
Whole team in one location. Lockwood Annexe 3. Temporary and not ideal location, but much friendlier, brighter, more welcoming. Team working much easier.
Moving to St James’ Hall of Residence on 30 June 2008. Will be much more attractive and appropriate and we can give better service.
5 What’s Next?
- Staffing
Assimilating existing staff to new structure : June 2008
Recruiting New staff June/July 2008
- E recruitment
About to go out for expressions of interest for provision of e-recruitment service
- Will use an external provider to introduce hosted e-recruitment service.
- Data Management
Develop Pyramid and data to ensure data and processes for updating are swift, accurate, timely, produce good quality and accessible reports in line with Goldsmiths’ needs.
- Policies and Procedures Update
Need to update all policies and procedures to bring up to date, make legally compliant, reduce complexity, e enable, simplify and improve accessibility.
Chris Pearson
June 2008