Tempus Regional Seminar on Human Resource Management In Higher Education

Transcription

1 TEMPUS Programme Tempus Regional Seminar on Human Resource Management In Higher Education Western Balkans Sarajevo 14th - 15th June 2012 OBJECTIVES AND THEMES

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3 Education, Audiovisual and Culture Executive Agency Tempus & Bilateral Cooperation with Industrialised Countries NOTE TEMPUS REGIONAL SEMINAR ON HUMAN RESOURCE MANAGEMENT IN PUBLIC HIGHER EDUCATION IN THE WESTERN BALKANS DATE: June 2012 LOCATION: Sarajevo (Bosnia and Herzegovina) COUNTRIES INVITED: Albania, Bosnia and Herzegovina, the former Yugoslav Republic of Macedonia, Kosovo 1, Montenegro, Serbia. WORKING LANGUAGE: English 1) AIM OF THE SEMINAR The aim of the seminar is to present the results of the Tempus study "Human Resource Management in Public Higher Education" and to encourage reflection and discussion among academics, experts and ministerial representatives on the general challenges and trends in human resource management in public higher education, providing some examples of good practices and recent initiatives. The seminar will offer a unique opportunity for representatives of different Tempus Partner Countries to exchange information and experiences about ongoing developments in their own countries. The seminar will contribute to increasing the visibility of the Tempus programme and reinforcing the dissemination of the outcomes of the study and the good practices that it identifies. It is expected to produce a set of recommendations and advice for practitioners and policy makers at national level and to provide ideas and suggestions for the future implementation of the Tempus programme and its successor. This seminar will be the first in a cycle of four regional seminars, covering each of the Tempus regions. The conclusions of the four seminars will be published in the series "A Tempus study". 2) BACKGROUND Developing the management of human resources is becoming a key challenge in higher education institutions throughout the world. Complex academic communities need appropriate career 1 This designation is without prejudice to positions on status, and is in line with UNSCR 1244 and the ICJ Opinion on the Kosovo declaration of independence 1

4 management procedures as well as national policies which support the institutions in recruiting, motivating and keeping qualified staff. In the Tempus Partner Countries, higher education systems are faced with numerous challenges linked to human resources. Unsatisfactory working conditions have an impact on the attitudes and behaviour of staff and create an obstacle to the modernisation of higher education. Also Tempus projects are confronted with the challenge of mobilising human resources to make modernisation a reality. Their experiences can contribute to the development of recommendations in this field and enhance the visibility and impact of the Tempus programme in the Partner Countries. A Tempus study The Tempus programme provides a platform for the exchange of best practices in the modernisation of higher education. The publication of studies and the organisation of seminars make it possible to raise awareness among stakeholders in the Partner Countries on priority issues in higher education and provide material which can be further exploited via Tempus projects. The study "Human Resource Management in Public Higher Education in the Tempus Partner Countries" was launched in 2011 and consisted of two parts: a survey addressed to Tempus project participants to collect their individual perceptions and a second one addressed through National Tempus Offices to National Authorities and other relevant stakeholders to gather information on national policies and practices. The data collection and analysis were carried out by two external experts, with the support of the Tempus unit of the Executive Agency. In addition to desk research, the experts also made site visits to 9 Tempus Partner Countries 2 in order to meet stakeholders in higher education institutions and at ministry level and collect detailed information on the local situation. The results of the study will be published as a "Tempus study" publication, which presents the overall results of the two surveys and describes the situation in the different Tempus regions and countries. It also includes examples of good practices at institutional and national level and a set of recommendations which tackle the main obstacles to successful human resource management and provide a good basis for future discussion. 3) THEMES TO BE DISCUSSED DURING THE WORKSHOPS Theme 1: Challenges at national level and their impact on human resources This theme will serve as an introduction to the topic and it will be discussed in four parallel groups. The aim is to set a framework for the discussions by looking at the situation in the different countries of the region, in particular in terms of public policies which have an impact on the higher education system as a whole and specific features of the higher education population such as their number, age, gender and profile. Following topics will be discussed: Public policies as regards the development of higher education (impact on the number of students, type of education, public funding...) Demographic trends of the overall population Demography of academic and support staff (number, ageing) Adequacy of profiles compared to the needs Brain drain (competition at international level, between public and private education sectors and with private business) 2 Albania, Armenia, Jordan, Kazakhstan, Kyrgyzstan, Morocco, Russia, Serbia and Ukraine 2

5 Theme 2: Human resource management - Academic staff 3 The recruitment procedures and criteria, as well as contractual conditions and possibilities for staff development and career advancement are important factors in attracting and maintaining qualified academic staff at public higher education institutions. The workshop on Theme 2 should look at these different aspects, trying to identify some of the main obstacles and sharing information on good practices adopted at institutional or national level. It should also produce recommendations for future action at institutional and national level. Following topics will be discussed: Working conditions (work load, salaries, contractual rules such as contract duration, autonomy and independence, status) Recruitment processes (selection criteria, selection procedures, transparency, corruption) Career development (career perspectives, evaluation, rewarding mechanisms, research opportunities, inter-institutional and inter-sectoral mobility, training schemes and opportunities) Theme 3: Human resource management - Administrative and technical staff 4 The quality and commitment of administrative and technical staff in higher education is crucial for the successful modernisation of institutions, but the importance of this category of staff is often underestimated. In fact, particular attention should be paid to their recruitment, career development and working conditions. The workshop on Theme 3 should look at these different aspects, trying to identify some of the main obstacles and sharing information on good practices adopted at institutional or national level. It should also produce recommendations for future action at institutional and national level. Following topics will be discussed: Working conditions (salaries, status, contractual rules such as contract duration, stability, autonomy and responsibilities, interaction with academic staff) Recruitment processes (selection criteria, selection procedures, transparency, corruption) Career development (career perspectives, evaluation, rewarding mechanisms, mobility, capacity building activities, training schemes and opportunities) Theme 4: Human resource management: Rectors and deans Management level staff holds naturally a key role in the development, strategic positioning and modernisation of higher education. Therefore, the management of this particularly central human resource is of high importance to the success of institutions and of higher education systems as a whole. The workshop on Theme 4 should look in particular at aspects related to the recruitment and the skills and competences of management staff, trying to identify some of the main obstacles and sharing information on good practices adopted at institutional or national level. It should also produce recommendations for future action at institutional and national level. Following topics will be discussed: Recruitment processes (selection criteria, selection procedures, duration of mandate, transparency, corruption, political affiliation) Skills and competences (management, leadership, ethic and responsibilities, training schemes and opportunities) 3 Professors, lecturers, researchers 4 Staff in academic and administrative departments performing administrative and technical tasks 3

6 Theme 5: Human resource policies and reforms The concept of human resource management covers not only the technical management of recruitment procedures, contracts and salaries, but should also include a more strategic and developmental approach, both at the institutional and national level. Issues such as training schemes, incentives and rewards, evaluation and staff development as well as planning of future staffing needs should all be part of a comprehensive human resource management policy. The workshop on Theme 5 should look in particular at policies and reforms being implemented in the different partner countries and discuss in particular the distribution of roles and responsibilities between the state and the public higher education institutions. It should also produce recommendations for future action at institutional and national level. Following topics will be discussed: Human resource policies and reforms currently implemented or planned in the different countries (good practice examples) Responsibilities at state level and in the higher education institutions in terms of implementing human resource policies 4) SCHEDULE OF WORKSHOPS AND RESPONSIBLE PERSONS Day 1 Session 1 Theme 1 Challenges at national level Chair: Saša Milić, University of Montenegro (ME) Co-chair: Jan Den Haese, Vrije Universiteit Brussel (BE) Rapporteur: Jelena Djokic, University of Mitrovica (Kosovo) Theme 1 Challenges at national level Chair: But Dedaj, University of Prishtina (Kosovo) Co-chair: Flora Dubosc, independent expert (HU) Rapporteur: Vildana Alibabic, University of Bihac (BiH) Theme 1 Challenges at national level Chair: Sead Pasic, University Dzemal Bijecid Mostar (BiH) Co-chair: Ivan Ostrovský, Comenius University (SK) Rapporteur: Ljiljana Markovic, University of Belgrade, RS Theme 1 Challenges at national level Chair: Jasmina Nikolic, University of Belgrade (RS) Co-chair: Maria Kelo, independent expert (BE) Rapporteur: Bernard Zeneli, Brain Gain Programme (AL) Day 1 Session 2 Theme 2 Academic staff Chair: Saša Milić, University of Montenegro (ME) Co-chair: Jan Den Haese, Vrije Universiteit Brussel (BE) Rapporteur: Jelena Djokic, University of Mitrovica (Kosovo) Theme 3 Administrative staff Chair: But Dedaj, University of Prishtina (Kosovo) Co-chair: Flora Dubosc, independent expert (HU) Rapporteur: Vildana Alibabic, University of Bihac (BiH) Theme 4 Management staff Chair: Sead Pasic, University Dzemal Bijecid Mostar (BiH) Co-chair: Ivan Ostrovský, Comenius University (SK) Rapporteur: Ljiljana Markovic, University of Belgrade, RS Theme 5 Human resource policies and reforms Chair: Jasmina Nikolic, University of Belgrade (RS) Co-chair: Maria Kelo, independent expert (BE) Rapporteur: Bernard Zeneli, Brain Gain Programme (AL) Day 2 Session 3 Theme 2 Academic staff Chair: Saša Milić, University of Montenegro (ME) Co-chair: Jan Den Haese, Vrije Universiteit Brussel (BE) Rapporteur: Jelena Djokic, University of Mitrovica (Kosovo) Theme 3 Administrative staff Chair: But Dedaj, University of Prishtina (Kosovo) Co-chair: Flora Dubosc, independent expert (HU) Rapporteur: Vildana Alibabic, University of Bihac (BiH) Theme 4 Management staff Chair: Sead Pasic, University Dzemal Bijecid Mostar (BiH) Co-chair: Ivan Ostrovský, Comenius University (SK) Rapporteur: Ljiljana Markovic, University of Belgrade, RS Theme 5 Human resource policies and reforms Chair: Jasmina Nikolic, University of Belgrade (RS) Co-chair: Maria Kelo, independent expert (BE) Rapporteur: Bernard Zeneli, Brain Gain Programme (AL) 4

7 5) BIOGRAPHIES OF SPEAKERS Lajda Bana Lajda Bana works as a Specialist at the Department for the Diploma Recognition, Fund of Excellence and Brain Gain (Directorate of Higher Education and Scientific Research) in the Ministry of Education and Science in Albania. She is responsible for the selection process of excellent students who will be financially supported by the government's Fund of Excellence. Previously, she has worked as a Specialist at the Department of Curricula, Quality and Research. From January 2010 to April 2011 she was Assistant of the Minister of Education and Science and from December 2006 to April 2009, specialist at the Agency of Legalisation for Constructions / Ministry of Public Affairs and Transport. Lajda has graduated in 2005 from the Faculty of Law of the University of Tirana. From October 2011 to April 2012, she participated in the training programme Cycle International d Administration Publique at the Ecole Nationale d Administration in France Boris Curkovic Boris Curkovic is the Deputy Director of the Agency for Development of Higher Education and Quality Assurance of Bosnia and Herzegovina. He has been the lead author of the Agency s documents, such as criteria for accreditation, standards and recommendations to responsible educational authorities to improve the quality of higher education. Prior to joining the Agency in 2008, he worked for seven years at the University of Tuzla as Chief of Cabinet and was involved in the reform of universities in Bosnia and Herzegovina. Since 11 years, he has been involved in numerous projects related to higher education reforms and to entrepreneurship, in Bosnia and Herzegovina and in the Western Balkan Region. He worked as a journalist for a Croatian daily newspaper from 1994 to 1999 and for the BiH national television from 1999 to He graduated in electrical-power engineering at the University of Tuzla. Jan Den Haese Jan Den Haese is HR Manager at the Vrije Universiteit Brussel (VUB), Belgium, where he is responsible for the alignment of Human Capital Management initiatives with the overall university strategy. Before joining the university in 2010, Jan developed his career as a management consultant for Career-Builders, Hudson and Celerant Consulting, designing and implementing major change programs addressing operational, organisational and strategic challenges for local and international clients (such as: Pfizer, Aventis, T-Mobile, Philips, Atlas Copco, Agfa, Swarovski and KLM). With a background in Psychology (Ghent University) and Business Science (Vlerick Leuven-Ghent Management School), Jan has built his expertise in HR strategy, HR process optimisation, organisation design, talent management and employee engagement. He advises the Public Administration of Flanders on a number of topics related to the management of human resources. Flora Dubosc Flora Dubosc has been involved in international cooperation programmes since After working as project director in a French private consulting company specialised in agricultural development and finance-related projects for 9 years, she worked as Programme manager for three years at the European Training Foundation, in Italy, and was in charge of the management and monitoring of the Tempus programme in various countries of Central Europe. Since 2003, she works as consultant in the framework of EU-funded higher education cooperation programmes. 5

8 Flora obtained a Master degree in International relations (USSR-Central Europe Department) in 1989 from the National Institute of Oriental Languages in Paris, France and holds a Master in English and Russian related to economics from the Sorbonne University in Paris, France. Maria Kelo Maria Kelo is the Director of the European Association for Quality Assurance in Higher Education (ENQA). Together with the Association s President, she represents ENQA in the E4 group and in the Bologna Follow-Up Group. She is also a Vice-President of the European Register for Quality Assurance (EQAR). Prior to joining ENQA in 2011, Maria worked for nine years in the field of international higher education, first as a trainee at the European Commission (DG Education and Culture), and subsequently as a research assistant at Eurydice (2003), Senior Officer at the Academic Cooperation Association ( ), Programme manager at EUA (2010) and as independent consultant ( ). During these years, Maria carried out a number of projects and studies on international higher education, in particular in the fields of transnational education, student mobility, student services, promotion of European higher education and human resource management in higher education. Maria is a graduate of University College London ( ) and London School of Economics ( ). Ivan Ostrovský Ivan Ostrovský, PhD, is Vice-Rector of the Comenius University in Bratislava and director of the Institute of Chemistry at the Faculty of Natural Sciences of the same university. As a Vice-Rector, he has been dealing, for many years, with quality assurance and quality management issues. As a leader and manager, he has been involved in at least 4 Tempus projects in this field, as well as in many specific projects for quality assurance and quality culture support and development. For example, he was involved, as Council of Europe expert, in a project in Bosnia and Herzegovina called "Governance and management of Higher Education Institutions" ( ) as well as in other Council of Europe projects with related aims and goals. He is a member of the European University Association expert pool for the Institutional Evaluation Programme and has been involved in evaluations of universities in Turkey, the Czech Republic, Portugal, Ireland, Slovenia and Romania. He is member of the National team of Bologna experts in Slovakia. His professional background is in capillary gas chromatography and hyphenated techniques. Bernard Zeneli Bernard Zeneli works as the Manager of the Brain Gain Programme, an initiative of the Government of Albania supported by UNDP since July This programme seeks to engage the intellectual Albanian Diaspora and the highly qualified migrants more effectively in the development of the country and it is considered as one of the most successful programmes of its kind in Southeast Europe. Bernard's expertise in capacity development has been considered important for the success of this programme. Bernard is a Fulbright Alumni, specialised in Political Science and Policy Analysis, at Northeastern University in Boston. Prior to the current position in Albania, Bernard was working at the University of Prishtina in Kosovo, as the Chair of the Department of Political Science and Public Administration. In his teaching career, he has also worked at the Northeastern University, the University of Tirana and the South East European University in Tetovo (former Yugoslav Republic of Macedonia). Bernard has 6

9 also been engaged in several regional projects related to the development of higher education and student participation. Furthermore, he is active in the area of policy advice. Bernard holds a Bachelor degree in Teaching English as a Second Language from the Foreign Languages Faculty of the University of Tirana and a Master of Arts in Political Science from the Northeastern University. 7

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12 eacea-p10-llp-06/2012/en Education, Audiovisual & Culture Executive Agency Tempus & Bilateral Cooperation with Industrialised Countries Write to us: Visit us: Tempus Programme Rue Colonel Bourg, Avenue du Bourget, 1 (BOUR 02/017) 1140 Brussels 1140 Brussels Belgium Belgium Phone: +(32 2) Fax: +(32 2) Website: General questions about the programme: [email protected] Questions about a specific Call for Proposals: [email protected]