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Effective human resources and organizational development
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Effective human resources and organizational development

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  • 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. 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. 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. 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. 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. 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. » Refworks Bibliography

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