ROADMAP to EXCELLENCE

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ROADMAP to EXCELLENCE

• TTUHSC HR
• 2009

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Why strategic planning was important

• Need common ground
• Opportunity to assess organization
• Make us all better at what we do
• Reaffirm Why we do what we do
• Improve Perception, relationships, HR value
• Still not systems focused----process focused

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Why strategic planning was important

• Pro-active versus reactive
• Alignment with the work in the institution and
  individual campuses
• Internal staff and those we serve looking for
  consistency in direction Different levels of
  expectations
• Need additional resources

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Strategic Planning
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Background Information

• 20 return on customer survey administered in
  November
• 80 return rate for internal HR survey
• Results presented for the department as a whole
  and for individual campuses (lots of comments)

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Background Information

• Interviews were held with TTUHSC President, VPs,
  Deans, several Directors, Managers and
  Supervisors
• Discussions were held with HR staff at each
  campus
• Best practices were researched
• Exit interviews held with HR staff in Lubbock who
  have taken other jobs outside the department

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What we learned from customers

• Enhanced customer service
• More education on benefits
• Recruitment and retention strategies needed
• Employee relations issues need to be more
  effectively addressed
• Need more education on policies
• Develop leaders/managers
• Push for accountability

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What we learned from customers

• Influence other departments to do whats
  necessary
• Website / Access needs to be updated and more
  useful
• Confidentiality is questioned
• More training and development needed
• Job Performance
• Leadership
• Soft skills
• HR
• Accuracy timeliness of information is needed
  from HR

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What Direction is TTUHSC Going How Will it
Impact HR

• Key areas of focus
• Increase Access to Healthcare
• Effectiveness/Efficiency
• Increase in External Research Funding

• Impact on HR
• Attract Retain Quality Staff
• New Recruiting Sources New ponds by which to
  fish
• Refine Recruitment Process
• Retention initiatives needed
• Refine HR Functional areas
•  

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What Direction is TTUHSC Going How Will it
Impact HR

• Key areas of focus
• Growth in Programs
•  

•  Impact on HR
• Increase in employee skill sets
• Need to assess current level of skill in
  workforce
• Pay equity assessment
• Communication (effective)
• Wage/Compensation education
• Increased training and development

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What Direction is TTUHSC Going How Will it
Impact HR

• Key areas of focus
• Fairness
• Team Effectiveness
• Equitable Pay
• Change Orientation
•  

• Impact on HR
• Focus on Diversity Issues/Awareness
• Regular salary assessments
• Employer of Choice
• Employee relations support

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What we need to focus on!

• People
• Communication
• Employee Development
• Operational Effectiveness and Efficiency
• Process Improvement

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Department Mission

• ACHIEVE excellence in all human resources
  functional areas and administrative
  responsibilities.
• SUPPORT Service Plus in both philosophy and
  everyday activity.
• PROVIDE quality human resources to support the
  teaching, research and public service functions
  of the organization.
• PROVIDE quality leadership from the Human
  Resources Office management team including the
  Human Resources Managers at the Amarillo, El
  Paso and Odessa campuses.
•  

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Work Alignment

• HR Lubbock office structure will change to better
  support HR regional offices, faculty and staff
  and the Lubbock campus
• More emphasis put on employee relations
  management, training and organizational
  development
• Streamline processes
• Improved efficiency
• Leverage HR resources across campuses

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Immediate Changes

• New structure of Lubbock office HR functions
• Decrease in duplication of processes
• Office of Immigration Employment Services will be
  established (possibly three new positions)
• There will be increased focus on recruitment,
  wage and compensation administration
• Combined function of employee relations, training
  and development

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HR Philosophy

• What We Value

• Relationships we have with those we support
• Value our people and the people we serve
• Competence
• The work we do
• Contributions to the institution
• Honesty, integrity
• Fun team philosophy

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HR Philosophy

• What Must Be in Place!

• Credibility
• Skilled and knowledgeable personnel
• Resources/Funds
• Positive perception of the department
• Us/Them mentality demolished
• Ability to influence others
• Accountability