Mary Immaculate College. Human Resources Strategy

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1 1.0 Introduction Mary Immaculate College Human Resources Strategy Mary Immaculate College Strategic Plan rests on 7 foundational pillars, each pillar representing a thematic imperative that is fundamental to the College and essential to its strategic development. The pillars of the strategy are: Pillar 1. Mission and identity of the College as a Catholic Institute of Higher Education. Pillar 2. Excellence in teaching and learning and in advanced scholarship and research. Pillar 3. A high quality and holistic learning experience, enabling the flourishing of our students lives Pillar 4. An international dimension to all college activities Pillar 5. Commitment to making a positive difference in our community, locally, regionally, nationally and globally Pillar 6. A learning environment and workplace of the highest quality Pillar 7. Best practice, efficiency and effectiveness in governance, leadership and management In the context of the 7 foundational pillars the College has identified a series of goals and targets. 1.2 The Human Resources Office will actively and positively contribute to the Colleges strategy and will take a lead role in promoting the concept that our staff are our most valuable resource and will be treated as such The Human Resources Strategy has been developed to meet a specific target of the College s strategy and also to support the College in meeting its broader objectives. The aim of the strategy is to ensure the effective contribution of the human resources function to the achievement of the colleges overall strategic objectives in a manner which is consistent with the colleges mission, vision and values. 1.3 The Human Resources office provides a comprehensive human resources management service for Mary Immaculate College. Mary Immaculate College 1 Human Resources Strategy

2 The role of the Human Resources Function in Mary Immaculate College includes the provision of a support service to all Staff Members, the delivery of effective and timely advice and guidance in all matters concerning the employment of staff, and the promotion and enhancement of harmonious working relationship between Staff Members and College Management. The Human Resources Office has responsibility for areas including recruitment and selection, induction, employee relations, staff development, human resources policies and procedures, and compliance with employment legislation. 2.0 Vision 2.1 Our vision for the Human Resources function in 2016 is that: through the implementation of its human resources strategy and deriving from the professionalism of Human Resources staff in their activities and in their interactions with the broader college community, the Human Resources office will reflect and promote values consistent with those of the College and will be widely viewed as: Professional in that its staff provide a competent, professional service and conduct themselves in a professional manner at all times. Transparent in that its decision making processes are clear and understandable Responsive in that the department is responsive to the needs of the population it serves and that it will actively seek to understand those needs. Supportive in that the department will support managers to manage and support staff to achieve their full potential. Consistent in that the department is consistent and objective in its decision making and implementation of policies and procedures. Inclusive in that the department s activities are consistent with Mary Immaculate as an employer which values all of its employees and where all employees have fair access to the benefits of being Mary Immaculate employees Trustworthy in that employees are confident that their issues will be dealt with fairly and objectively, that their dignity and rights will be upheld at all times and that confidentiality will be maintained. Mary Immaculate College 2 Human Resources Strategy

3 3.0 Human Resources Strategy 3.1 Theme 1 - Supporting Change Mary Immaculate College has identified an ambitious strategic program and, as with any such plan, successful implementation may require changes to organisational structures, roles, responsibilities and accountability. Successful change requires effective engagement with staff and effective engagement with staff occurs best where there is a culture of mutual respect and an environment open to communication and dialogue Goal: to strengthen and extend consultation and communications processes throughout the College. In cooperation with the Corporate Communications Office and the Information and Communications Technology Department, develop and implement an internal communications policy. Initiate a review of internal committees and working groups to ensure they have appropriate representation from staff at all levels of the organisation, while retaining the integrity of management and decision making structures. Evaluate existing staff communications mechanisms and strengthen same where appropriate. Review staff feedback mechanisms with a view to making it easier for staff to contribute their views on organisational issues. In cooperation with the Information Technology Department, continue to develop appropriate information and communications technology solutions to facilitate communication with staff Where necessary, empower staff to effectively contribute their views on organisational issues by providing communications skills training Goal: to promote positive working relationships and a culture of mutual respect. Develop and implement a comprehensive suite of Human Resources policies and, in so far as is possible, ensure that decisions made in relation to staff are fair and consistent with policy. Mary Immaculate College 3 Human Resources Strategy

4 Initiate research with a view to developing and implementing appropriate employee engagement strategies Review the Dignity at Work policy and continue to implement same. Develop and implement an equality and diversity policy and review existing polices to ensure they reflect a recognition and respect for equality and diversity Provide training and updates for staff on the subjects of equality, diversity and dignity at work. Review the Grievance Procedure and provide training to facilitate resolution of disputes at the earliest possible stage. Make alternative dispute resolution mechanisms available to staff to promote solution focussed problem solving. Provide people management training to managers which will promote improved employee relations. Facilitate continued upskilling of Human Resources staff to provide optimum support to managers in managing people. Mary Immaculate College 4 Human Resources Strategy

5 3.2 Theme 2 - Supporting Growth Mary Immaculate College has identified the development of existing and new courses/programmes and of growing student numbers as a strategic objective. In order to successfully achieve its objectives in this regard the college must have the correct number of staff with the right skills and experience allocated to the right areas. The goals and targets under the heading of supporting growth will support the Colleges strategic aim to be recognised as a provider of the highest quality education Goal: to ensure that the college has appropriate human resources to meet its needs. Target: Develop and implement an operational workforce planning and employment control framework, within the parameters of financial control and government policy Goal: to ensure that the College recruits and retains appropriately skilled and qualified people. Identify opportunities to promote Mary Immaculate College as an employer of choice. Develop and implement policies and procedures which support the timely recruitment and selection of highly qualified and experienced staff, which reflect best practice and meet the highest standards of transparency, fairness, equality, and merit. Ensure that managers are fully engaged at all stages of the recruitment and selection process within the parameters of policy and best practice. Incorporate the College s values into the selection process including its desire that its staff are highly experienced and professional yet accessible and friendly. Deliver training to managers in best practice selection interviewing. Implement formal probation assessment and strengthen the link between the selection process and probation. Formally monitor employee retention rates and devise appropriate retention strategies. Mary Immaculate College 5 Human Resources Strategy

6 3.3 Theme 3 - Supporting Development Human resources goals and targets under the heading of supporting development are directed towards supporting the Colleges strategic aims of providing the highest levels of support to staff and of investing in their development, of being recognised as a provider of the highest quality education, of improving staff participation in continuous development and involvement in research initiatives, and of increasing the level of staff qualification. The development of staff management and supervisory capability is essential to achievement of the College s goals of ensuring efficient, effective and transparent management and decision making and is supported by the goals identified under the heading supporting development Goal: to support and promote promoting the continuous development of the workforce in order to maximise the potential of staff at all levels. Develop and implement a staff learning and development policy. Devise and implement a structured performance development system incorporating two way communication, personal development planning, goal setting and ongoing review. Initiate the development of annual training plans in close consultation with managers. Specific training objectives will include the provision of people management training to managers and supervisors as set out under Goal Develop and implement a staff induction policy, evaluate induction practice and take measures, as appropriate, to strengthen the induction process. Conduct annual evaluation of learning and development activity to ensure that it continues to meet the College s needs and is cost effective. Identify temporary and acting up assignments for staff as opportunities for personal and professional development and ensure there is fair access to such opportunities. Mary Immaculate College 6 Human Resources Strategy

7 3.3.2 Goal: to support the devolution of authority and responsibility for human resources decision making to the lowest appropriate level Develop and make available a comprehensive suite of Human Resources policies to support decision making at department level. Provide training to managers on the implementation of human resource policies and procedures and on key people management skills. Provide timely and accurate human resources information to managers at all levels to support decision-making. Ensure that line managers have access to professional human resource expertise and advice through the development of the knowledge and skills of Human Resources staff. Mary Immaculate College 7 Human Resources Strategy

8 3.4 Theme 4 - Supporting People The College recognises that its staff are its greatest asset. The College strategy has provided for the professional support and development of its people but also recognises its responsibility to its staff in a more holistic sense, providing a high quality workplace and promoting employee wellbeing Goal: to promote and actively support the physical, mental and social employee wellbeing. In cooperation with the Health Promotion Office and relevant functional areas develop health education, health promotion, and healthy workplace policies and initiatives. Develop Occupational Health and Employee Assistance Services. Conduct a review of the current Employee Assistance Programme Continue to implement family friendly and flexible working policies to allow staff to enjoy a healthy work life balance Mary Immaculate College 8 Human Resources Strategy

9 3.5 Theme 5 - Supporting Quality The College has placed an emphasis on continuous quality assurance and improvement. The Human Resources office will support this emphasis through review, audit and measurement of its activities Goal: to ensure the delivery of a high quality Human Resources service which meets the needs of the College. Develop annual Human Resources action plans in conjunction with the College s Annual Operating Plan. Enhance the use of information technology to measure activity and outputs and provide up to date data to support decision making. Identify and monitor key performance indicators and make data available as appropriate Conduct a review of Human Resources polices to ensure compliance with prevailing legislation and best practice. Conduct an audit of personnel files to ensure compliance with legislation and best practice Conduct an audit of compliance with key Human Resources policies. Identify mechanisms to obtain feedback from service users. Benchmark activity and performance with external peers. Mary Immaculate College 9 Human Resources Strategy

10 4.0 Evaluation 4.1 Progress made towards meeting objectives set out in this strategy will be documented and a report submitted to the President annually. 4.2 In order to ensure the strategy remains responsive to changing need. It will be reviewed by the Director of Human Resources on a quarterly basis. Mary Immaculate College 10 Human Resources Strategy