Soliciting support from peers and colleagues from different areas on campus to resolve a matter or address a challenge or think up the next great idea has many advantages both to the individuals involved and the organization as a whole.
Posts from the ‘Leadership and Strategy’ Category
In her session “HR and Support of the Changing Faculty” at CUPA-HR’s annual conference in San Diego, Adrianna Kezar, director of the Delphi Project on the Changing Faculty and Student Success at University of Southern California, shared some of the challenges non-tenure-track faculty face and how human resources can help shepherd new policies and practices to better support them.
The Emerging CUPA-HR Leader program recognizes volunteer leaders from across the country who have demonstrated exemplary leadership and initiative within higher ed HR and desire to play an active role in advancing the profession. Participants engage in problem-solving work groups and develop deep networks with peers while gaining an inside look at CUPA-HR's operations and structure.
Plan, Stretch, Connect: How Six Early-Career HR Professionals Are Developing Professionally in Higher Ed
As a kick-off to the Wildfire program, participants used their time in Tempe to learn about the challenges and opportunities within the program and chart a course for their development. Here’s how they’re approaching the year ahead (you can steal these ideas to bolster your own career development!):
According to data from CUPA-HR’s Faculty and Department Heads in Higher Education Salary Survey, the hottest disciplines for new faculty hires in higher ed are nursing, psychology and English language/literature. Mathematics and music round out the top five.
Performance reviews in the vast majority of organizations follow this trajectory: setting objectives, feedback, manager assessment and rating, consensus meeting, salary/bonus decisions. But does this process really work? Is it efficient? Is it consistent across the organization? Is it viewed as a value-add? Most people would answer with a resounding “no.” So what’s the solution? For Pennsylvania State University, it was blowing up its current process and starting fresh.
University of Wisconsin-Madison human resources has recently implemented a communities of practice model that serves to foster the development of learning communities through which HR practitioners can build their knowledge, skills and abilities to enhance their work in service to the campus community.
University of Missouri System’s HR organization is a great case study in how human resources can use people data to identify workforce trends, identify and address challenges, and help university leaders and managers make sound workforce-related decisions.
Keeping a finger on the pulse of current and emerging higher ed and HR-related trends that may have implications for our students, employees and campus communities is a crucial part of our role as HR professionals. A few members of CUPA-HR’s Corporate Advisory Council have prepared white papers in which they share their insights into emerging trends and issues and how institutions can prepare.