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 goingto be, not where it has been.Read more athttp://www.brainyquote.com/quotes/authors/w/wayne_gretzky.html#4scf8KGpk7fDJulp.99» Cline Library Recruitment Video (Draft)Beth.Schuck@nau.edu
  • 7. » Refworks Bibliography