Human Resources Symposia and Brown Bag Luncheons

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Human Resources Symposia and Brown Bag Luncheons

• Wednesday, June 13, 2007

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Agenda

• HR Division Evolution
• Carolyn Thompson, Vice President, Human
  Resources
• Future Directions
• Helen Gonzales, Associate Vice President, Human
  Resources
• Evolution of HR Symposia and Brown Bag Luncheons
• Denise Montoya, Strategic Initiatives Director
• Banner HR/Payroll Updates
• Duane Arruti, Associate Vice President, Human
  Resources
• Banner HR/Payroll Team
• Brown Bag Luncheon
• Banner HR/Payroll Team

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Mission Division of Human Resources
Mission answers the question,
What is our reason for
existing? Mission defines your reason for
being, including who you serve.
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Our MissionWe exist to serve the people who
serve the mission of the University of New
Mexico.
Mission Division of Human Resources
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Vision answers the question,To What do we
aspire?Vision defines a desired reality that
has yet to come fully into existence. A
compelling vision is specific enough to provide
real guidance on how people should spend their
time, yet general enough to encourage initiative
and innovation, thereby remaining relevant under
changing conditions.
Vision Division of Human Resources
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Our VisionTo provide a seamless, consistent,
customer-focused, and quality-driven system of
services, products, tools, and programs to ensure
a competent, vibrant, healthy, and diverse
workforce at the University of New Mexico.
Vision Division of Human Resources
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Values answer the question,What principles
will guide our actions?These are a small set
of core principles, not to be compromised for
short-term expediency.The values are manifest
in the behavior of the organizations members.
Values and BehaviorsDivision of Human Resources
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A work in progress.Tune in next month!
Values and BehaviorsDivision of Human Resources
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Strategy answers the question,What will we do
to reach our aspirations?Describes a few areas
of critical focus that are key to achieving the
vision, generally related to the core and
internal processes.Here is where an institution
devotes its energy, resources, and aligns
activity to achieve long-term success.
StrategiesDivision of Human Resources
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StrategiesDivision of Human Resources

• Human Resources Strategic Cornerstones
• Customer focused
• Infrastructure
• Processes
• Technology
• Performance Excellence

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Good to GreatJim Collins
Good is the enemy of great.
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We found that good-to-great organizations
first got the right people on the busand the
right people in the right seats
Infrastructure
Good to GreatJim Collins
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Infrastructure
UNM Human Resources Organizational Structure(As
of Today and Continuing to Evolve)
Vice President, Human Resources Carolyn Thompson
Assistant to the VP Peggy Davis
Administrative Assistant
UNM Employee Wellness Cabinet Medical
Director Denece Kesler, M.D.
Strategic Initiatives Director Denise Montoya
Communications Specialist Jessica McKenna
Associate Vice President, Human Resources (HR
Client Services) Helen Gonzales
Associate Vice President, Human Resources (HR
Finance Technology) Duane Arruti
Functional Support Specialist Antoinette Willis
Unit Administrator Eileen Sanchez
Employee Relations Manager Magdalena Vigil
Compensation Manager Ed Baker
Benefits Employee Services Director Elaine
Phelps
Employee/Org. Development Director (Vacant)
HR Consulting Employment Services Director Lynn
Ribble
HR Computing Services Manager Michele Hunley
BANNER HR/Payroll
HR Financial Officer Michael Duran
Employee Health Promotion Sr. Program Manager Nich
olas Spezza
HR Finance
HR Business Services
- HR Decision Support - Reporting - Website
Design Maintenance - Desktop Support -
Network Hardware Support Maintenance

• System Design,
• Testing,
• Implementation
• Enhancements
• Upgrades
• ERP
• Coordination
• HR/Payroll
• System
• Scheduling
• Troubleshooting

• Employee
• Benefits
• Retirement
• Services
• Rewards
• Recognition
• HR Service
• Center

• Labor
• Relations

• Training
• OD
• BANNER
• Training
• Career
• Development

• - Consulting
• Teams
• Staff
• Recruitment
• Services
• Temporary
• Staffing
• Services

• Development
• Administration
• of UNM-wide
• Compensation
• System
• Market Job
• Analysis

• Employee
• Health
• Promotion
• Services
• Programs

• Budget
• Planning,
• Forecasting,
• Analysis
• - Accounting

• Temporary
• Services
• Business
• Operations

Reporting for Strategic and/or Policy Purposes
Reporting for Strategic and/or Policy Purposes
6/4/07
6/4/07
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The Core Processes of the HR Division
Processes

• Employee and Labor Relations
• Employee Rewards and Recognition
• HR Information Technology Management and Support
• HR Decision Support, Reporting, and Analysis
• Personnel Records Management
• Temporary Employment Services
• HR communications to the UNM employee community
• Retirement Planning

• Recruitment and Hiring
• Compensation Management
• Benefits Administration
• Employee Health and Wellness Promotion
• Staff Development
• Management Development
• Career Development
• Organizational Development
• Performance Management
• Excludes faculty, which are under the Provosts
  office

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Core Processes HR Internal
Processes
I-1 Budget planning, accounting, and
management I-2 Technology support for HR
personnel I-3 Information management I-4
Administrative support I-5 HR-sponsored events
planning
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Processes
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BANNER HR/Payroll!
Technology
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Performance Excellence
A commitment to achieving UNM's HR mission
through Customer Service, Consulting,
and Continuous Improvement.
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Fox vs.Hedgehog

• Fox
• Knows many things
• Pursues many things at once
• Sees the world in its complexity
• Hedgehog
• Knows one big thing
• Simplifies the complex into a single organizing
  idea or principle
• Anything unrelated to the idea holds no relevance

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Three Circles of the Hedgehog Concept
What you are deeply passionate about
What you can be the best in the world at
What drives your economic engine
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• A Hedgehog Concept is not a goal to be the
  best, a strategy to be the best, and intention to
  be the best, a plan to be the best. It is an
  understanding of what you can be the best at.
• - Jim Collins, Good to Great

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Greatness is not a function of circumstance.
Greatness, it turns out, is largely a matter of
conscious choice and discipline.
Good to GreatJim Collins
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Future Directions
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HR Symposia and Brown Bag Luncheons

• Opportunity for Improvement
• Reinvigorate HR Network Meetings
• Consolidate HR Main Campus and HR Health Sciences
  Center
• Research
• University of Michigan
• University of North Carolina, Chapel Hill
• Society for Human Resources Management
• Human Resources Certification Institute
• UNM Fiscal Agents

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HR Symposia and Brown Bag Luncheons

• Understanding the Customer
• Identified and Involved Process Owners and Key
  Stakeholders
• HR Core Committee Members
• HR Consulting Teams
• Employee and Organizational Development
  Consultants
• Communication
• HR Key Liaisons within UNM Community
• Focus Groups and Survey
• 33 invited (22), 23 participated (15)
• Main Campus and Health Science Represented

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HR Symposia and Brown Bag Luncheons

• Goal
• To create a monthly Human Resources (HR) Symposia
  and optional Brown Bag Luncheons discussion that
  incorporates HR developmental opportunities that
  will together meet the objectives identified in
  the next slide.

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HR Symposia and Brown Bag Luncheons

• Objectives
• To develop core knowledge of Human Resources
  including
• Staff planning and employment
• Staff compensation and benefits
• Employment laws, regulations, and University of
  New Mexico policies and procedures
• Performance management
• Occupational health and safety

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HR Symposia and Brown Bag Luncheons

• Objectives (continued)
• To enhance knowledge, skills, and abilities in
  the areas of
• Communication
• Conflict management
• Managing change
• Strategic management
• Team building

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HR Symposia and Brown Bag Luncheons

• Objectives (continued)
• To build a network of HR professionals and
  encourage sharing of best HR practices
• To acquire HR support and understand the
  resources available here at the University of New
  Mexico
• To stay abreast of changes in the HR field and to
  strive to improve communications

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HR Symposia and Brown Bag Luncheons

• Action Plan
• Monthly networking opportunity for HR
  professionals that includes HR communication
• Alternate location (Main Campus and Health
  Sciences Center)
• Symposia
• Second Wednesday of every month
• 10 a.m. noon
• Followed by a Brown Bag Luncheon discussion
• Noon 1 p.m.
• Feedback

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Feedback

• We value your input (please respond to e-mail
  survey by Wednesday, June 20, 2007)
• Gift certificate raffle (need to be present to
  win)
• No meeting in July
• Next meetings
• Wednesday, August 8, 2007 (HSC location)
• Wednesday, September 12, 2007 (SUB Lobo A and B)