emerging trends final for 4 13 9 hr sub

8/4/2019 Emerging Trends Final for 4 13 9 HR Sub

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T R U S T E E S U B C O M M I T T E EF O R H U M A N R E S O U R C E S

A P R I L 1 3 , 2 0 0 9

- Emerging Trends -


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HR FY09 Goals

the USNH HR office will take on responsibility for making recommend-ations to the HR Subcommittee Chair and to the Chancellor about emergingnational HR trends and initiatives which should be described to the Trusteesin advance of the internal management initiatives.

This presentation is for the purpose of providing trends ascontext for subsequent management recommendations andto provide an opportunity to establish direction for HRinitiatives.


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Friedman and Collins

The World is FlatT. Friedman - Education is a process not a place. Security is still animportant concept for employees. However, employee security shouldbe developed by moving away from reward for lifetime employment

and towards concepts which invest in lifetime employability ofemployees.

Good to GreatJ. Collins - Those HR programs which make the difference betweengood and great are those policies and ideas which support theemployers strategic interests and invest in business simplification.


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Emerging HR Trends

Philosophical approach

Employability Move from policies which encouragelifetime employmentto strategies which invest in lifetime

employability

Strategic Invest in strategies which support emphasis

on studentcentered, public employer goals

Contemporary Compliance Use best practice todevelop response to changes in state and federal law


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Lifetime Employment Strategies

Lifetime employment policies emphasize and rewardloyalty to, and stability with, the same organization

Examples in USNH policy:

Longevity payment for years of service Overtime policy as inherited from the transfer of PSC and KSC to

USNH in 1963

Shift differential with values from the early 80s

Some aspects of traditional vacation and sick time

Some aspects of the tuition benefit

Compensation tools which emphasize job duties rather thanindividual skill attainment


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Lifetime Employability Strategies

Lifetime employability emphasizes investment in the employeesskills and in organizational flexibility. Rewards and enhancedproductivity provide employee security by investing in transferableand contemporary skills.

Examples of potential new programs or policy:

Training, including online options for skill building

Tuition Benefit (increase in professional development)

Wellness incentives and healthy life style programs

Organizational and employee flexibility in work schedules including change

in shift and overtime policy as well as new teleworking options Funding for PEAK (Performance Enhancement And Knowledge building)

awards

Support for community volunteerism

Succession planning


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USNH Strategic Interests

Publicly prudent in cost; increased productivity

Supportive of diversity for student learning

Investment in technology

Emphasis on total compensation for effective

recruitment of highly qualified workforce Engaged workforce


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Example of FY09 Goals

Online HR services development

Total Compensation statements

Business simplification initiatives including pay frequency study,EPAF (Electronic Personnel Action Form) uploads, immigration

technology, and time reporting Development of campus HR Master plan KSC; Employment

Climate Survey UNH; Career Enhancement pilot PSU; HRcomponent to Institutional Strategic Plan GSC

Campus-based Wellness councils and initiatives Development of metrics for demographic change and modeling

for benefits

Employee engagement in benefit cost reduction strategies


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Future Issues in Compliance

Examples of laws passed

with future implementation dates:

Disability policy (new amendments to the ADA) Ledbetter Equal Pay provisions

Examples of introduced but not passed legislation:

Paycheck Fairness, Employee Freedom of Choice, FamilyFriendly Workplace Act, Employment Non-discrimination,as well as safety, labor and leave proposals.

Healthcare initiatives


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Summary of Potential USNH Initiatives

New actions/goals Emphasis on employee

engagement in health, energy,employer strategic goals

Skill and KnowledgeAttainment

Flexibility in work schedules

Emphasis on totalcompensation

Compliance

Productivity through businesssimplification and technology

Traditional Programs ofdeclining value

Legacy compensation programs(longevity, shift, overtime, PATvacation)

Non-consumer engagedemployee health benefits

Paper-based delivery ofservices

Compensation based on servicerather than skills andperformance


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Potential Future Topics

Multi-Year Benefits Cost Containment Strategy

Options for training and skills attainment to enhanceproductivity and skills attainment

Current HR issues in federal compliance

emerging trends final for 4 13 9 hr sub

Documents