» Technology: for teaching, learning and
discovery
» US Population: more diversity, aging
among workforce
» Innovation: Ne...
HR Functions shift from:
» Reactive to proactive
» Business process to facilitator/consultant
» Performance management to ...
OD shift focus to:
» Continuous improvement models
» Skill inventory/gap analysis
» Data driven approach-better assessment...
Organization needs to:
» Agree to support talent management
approach
» Take risks on behalf of organization
» Trust in adm...
Beth’s examples
» Tap excellence of retirees before and after
separation: student coaching
» Assignments for promising tal...
I skate to where the puck is going
to be, not where it has been.
Read more at
http://www.brainyquote.com/quotes/authors/w/...
» Refworks Bibliography
Effective human resources and organizational development
Effective human resources and organizational development
Effective human resources and organizational development
Effective human resources and organizational development
Upcoming SlideShare
Loading in...5
×

Effective human resources and organizational development

265

Published on

Published in: Education, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
265
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
10
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Effective human resources and organizational development

  1. 1. » Technology: for teaching, learning and discovery » US Population: more diversity, aging among workforce » Innovation: New approaches as expectation » Accountability: need for assessment data for results-based funding » Funding: Show return on investment and all funds budgeting
  2. 2. HR Functions shift from: » Reactive to proactive » Business process to facilitator/consultant » Performance management to talent management » Transactional to holistic life cycle approach » Enforcer to problem solver
  3. 3. OD shift focus to: » Continuous improvement models » Skill inventory/gap analysis » Data driven approach-better assessment » Flexible, agile learning programs » Leadership development throughout the organization » Experiential learning/project based application » Skills focus
  4. 4. Organization needs to: » Agree to support talent management approach » Take risks on behalf of organization » Trust in administration and each other » Constantly link these programs to mission/strategic plan » Celebrate small steps to stay on track
  5. 5. Beth’s examples » Tap excellence of retirees before and after separation: student coaching » Assignments for promising talent: NAIFS » Informal learning: Ya Lah! Arab Students at NAU - Understanding and Aiding this Group » Apply skills immediately/often: staff studio » Effective practices for selection advisory Committee: two groups per year
  6. 6. I skate to where the puck is going to be, not where it has been. Read more at http://www.brainyquote.com/quotes/authors/w/wayne_gretzky.html#4scf8K Gpk7fDJulp.99 » Cline Library Recruitment Video (Draft) Beth.Schuck@nau.edu
  7. 7. » Refworks Bibliography
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×