Report 02/14

Rewarding and developing staff in higher education

Good practice in setting HR strategies

To:	Heads of HEFCE-funded higher education institutions Heads of universities in Northern Ireland
Of interest to those responsible for:	Human resources management and institutional strategic management
Reference:	02/14
Publication date:	March 2002
Enquiries to:	Tracy Allan, tel 0117 931 7025, e-mail t.allan@hefce.ac.uk

Contents and executive summary (read on-line)

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Executive summary

Background

Purpose of the guide

Using this guide

Part 1	Developing effective human resources strategies
	Overview Connecting with institutional planning and strategic priorities Identifying strategic HR decisions, and agreeing priorities Developing performance measures Resource allocation and transparent expenditure Monitoring, evaluation and review Building wider understanding and commitment to implementation

Part 2	Addressing priority areas
	Recruitment and retention Staff development and training Equal opportunities Equal pay and job evaluation Review of staffing needs Annual performance reviews Action to tackle poor performance

Annex A Specific areas which HR strategies should cover

Annex B Self-evaluation questionnaire

List of abbreviations

Executive summary

Purpose

1. This guide aims to help universities and colleges think strategically about the contribution of human resources to their organisation, to turn this into an agreed strategy document, and to manage their human resources effectively. It provides advice and case studies, and aims to encourage the sharing of good practice.

Key points

2. In November 2000 the Government announced an additional £330 million over three years to improve the management of human resources in higher education. We have distributed this as conditional grants, released once institutions have submitted a strategy that identifies overall aims, describes how the money will be spent, and sets specific objectives for improving outcomes and processes (see 'Rewarding and developing staff in HE' HEFCE 01/16).

3. The first strategies were submitted to us in June 2001. Most were approved as emerging, rather than full; institutions have been asked to submit full strategies by 1 June 2002 (see HEFCE 02/09).

4. We commissioned independent consultants, the Office of Public Management, to analyse all the strategy documents, and to identify good practice. This guide draws on that analysis, feedback from a series of seminars, and comments from the sector on a draft version.

5. The guide is in two parts:

Part 1 looks at the development of effective HR strategies - processes, priorities, resource allocation, and target setting
Part 2 focuses on the six priority areas identified in HEFCE 01/16.

Action required

6. This report is for information and guidance.