HR Presentation to MForum


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HR Presentation to MForum

  1. 1. Presentation to Management Forum April 25, 2007, 2007 Human Resources
  2. 2. Our Mission Human Resources The Department of Human Resources works to foster a greater alignment between the HR function and the University’s strategic objectives. Through its various units, the Department develops HR strategies and practices that ensure the successful implementation of the University’s objectives and the effective management of its workforce. Our main objective is to initiate and affect change and to create a climate in which people want and strive to do their best in support of, and to further the University’s academic mission.
  3. 3. HR Evolution and Dimensions of the Role of HR Human Resources
  4. 4. Evolution of the Role of Human Resources Human Resources <ul><li>Personnel Dept : </li></ul><ul><li>Administrative focus </li></ul><ul><li>Traditional mind set </li></ul><ul><li>Limited scope of activity </li></ul><ul><li>HR Management: </li></ul><ul><li>Administrative focus with enlarged scope of activities </li></ul><ul><li>Support function </li></ul><ul><li>Less reactive & more proactive </li></ul>1970’s 1980’s 2000’s - Today <ul><li>Strategic HR Management </li></ul><ul><li>Key Business Partner </li></ul><ul><li>Focus on value-added activities </li></ul><ul><li>Proactive </li></ul><ul><li>Multidisciplinary </li></ul><ul><li>Multi-faceted roles </li></ul>Source : David Ulrich
  5. 5. Dimensions of the Role of HR Professional Human Resources <ul><li>Technical HR Experts </li></ul><ul><li>Deploy & deliver efficient, cost-effective organization and people policies, programs & processes </li></ul><ul><li>Employee Advocates </li></ul><ul><li>Build a high-performing organization by developing employee and leadership capability & creating a challenging & rewarding environment </li></ul><ul><li>Change Agents </li></ul><ul><li>Support McGill University in anticipating and leading organizational change </li></ul><ul><li>Strategic Partners </li></ul><ul><li>Strategically manage people & infrastructure to support the execution of strategies & the creation of value </li></ul>Source : David Ulrich Technical HR Experts Employee Advocates Change Agents Strategic Partners
  6. 6. McGill University Human Resources Organization and New Strategic Framework
  7. 7. McGill University Human Resources Organization March 2007 Lynne B. Gervais Associate Vice-Principal (Human Resources) TBA Associate Director Human Resources Josephine Leake Manager Staff Relations /Salary Administration Kathleen Tobin Manager Benefits Jane Bracewell Manager Staffing and Placement Transition Alison Verkade Manager Records & Systems Leo Kerklaan Manager Payroll Sophie Marcil Manager Organizational and Staff Development John D’Agata Director Pension Administration Diana Dutton Director Academic Personnel Genevieve Lombo Administrative Coordinator Francine Coulombe Assistant to the AVP
  8. 8. Service Delivery Model Human Resources Internal Clients HR Service Delivery Units Faculties, Units, and Direct Services Compensation OD Employee Relations Centers of Expertise HR Central Strategy Shared Services
  9. 9. Service Delivery HR Professionals <ul><li>Implementation </li></ul><ul><li>Advice </li></ul><ul><li>Guidance </li></ul><ul><li>Policy Direction </li></ul><ul><li>Performance Dialogue </li></ul><ul><li>Coaching </li></ul><ul><li>Facilitation </li></ul><ul><li>Team Building </li></ul><ul><li>Conflict Resolution </li></ul><ul><li>Org Design/Change </li></ul><ul><li>Succession Planning </li></ul><ul><li>Orientation </li></ul>McGill HR Strategic Framework Strategic HR Request & Service Shared Services Expert Services OD Effectiveness <ul><li>Transactional </li></ul><ul><li>Payroll </li></ul><ul><li>Benefits Administration </li></ul><ul><li>Salary Administration </li></ul><ul><li>Procedures </li></ul><ul><li>Templates </li></ul><ul><li>Resources </li></ul><ul><li>Total Compensation </li></ul><ul><li>Benefit Management </li></ul><ul><li>Disability Management </li></ul><ul><li>Negotiation/Mandates </li></ul><ul><li>Pension Management </li></ul><ul><li>Communications/Education </li></ul><ul><li>Organizational Development </li></ul><ul><li>Process Management </li></ul><ul><li>Employment/Pay Equity </li></ul><ul><li>Staffing/Recruitment </li></ul><ul><li>Talent Management </li></ul><ul><li>Succession Framework </li></ul><ul><li>Compliance </li></ul><ul><li>Policies </li></ul><ul><li>Services </li></ul><ul><li>Indicators/measurements </li></ul><ul><li>Strategy </li></ul><ul><li>Forms </li></ul><ul><li>Web Update </li></ul><ul><li>Pension Administration </li></ul><ul><li>HRIS </li></ul>Request & Service Request & Service Source : David Ulrich
  10. 10. <ul><li>Finalize HR Service Delivery Model and Structure </li></ul><ul><li>Labour Negotiations – Develop Uniform Approach </li></ul><ul><li>Finalize Compensation Program </li></ul><ul><li>Develop Integrated HR Communications Strategy. </li></ul>2007 Short Term Priorities Human Resources
  11. 11. 2007/2008 Key Priorities Human Resources <ul><li>Review of organizational structure; </li></ul><ul><li>Lead Executive hiring; </li></ul><ul><li>Support skills upgrade of APO community; </li></ul><ul><li>Review Executive HR policies and practices; </li></ul><ul><li>Integrate Academic Personnel Office within HR; </li></ul><ul><li>Management and Executive Development Plans; </li></ul><ul><li>Succession Planning; and </li></ul><ul><li>HR Shared Services implementation. </li></ul>
  12. 12. Questions? Human Resources