Presentation toManagement Forum

April 25, 2007, 2007

Human

Resources

Our Mission

Hu

man

Res

ourc

es

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.

2

HR Evolution and Dimensions of the Role of HR

Hu

man

Res

ourc

es

3

Human Resources

Personnel DeptPersonnel Dept:: Administrative focus

Traditional mind set

Limited scope of activity

HR HR Management:Management:

Administrative focus with enlarged scope of activities

Support function

Less reactive & more proactive

1970’s1970’s 1980’s1980’s 2000’s - Today2000’s - Today

Strategic HR Strategic HR ManagementManagement

Key Business Partner

Focus on value-added activities

Proactive

Multidisciplinary

Multi-faceted roles

Evolution of the Role of Human Resources

Source: David Ulrich 4

Ulrich model.

Human Resources Dimensions of the Role of HR ProfessionalTechnical HR Experts

Deploy & deliver efficient,cost-effective organization andpeople policies, programs & processes

Employee Advocates

Build a high-performing organization by developing employee and leadership capability & creating a challenging & rewarding environment

Change Agents

Support McGill University in anticipating and leading organizational change

Strategic Partners

Strategically manage people & infrastructure to support the execution of strategies & the creation of value

Technical HR Technical HR ExpertsExperts

Employee Employee AdvocatesAdvocates

Change Change AgentsAgents

Strategic Strategic PartnersPartners

Source: David Ulrich5

McGill UniversityHuman Resources Organizationand New Strategic Framework

6

McGill UniversityHuman Resources Organization

Lynne B. GervaisAssociate

Vice-Principal (Human Resources)

Lynne B. GervaisAssociate

Vice-Principal (Human Resources)

TBAAssociate DirectorHuman Resources

TBAAssociate DirectorHuman Resources

Josephine LeakeManager

Staff Relations /Salary

Administration

Josephine LeakeManager

Staff Relations /Salary

Administration

Kathleen TobinManagerBenefits

Kathleen TobinManagerBenefits

Jane BracewellManager

Staffing and Placement Transition

Jane BracewellManager

Staffing and Placement Transition

Alison VerkadeManager

Records & Systems

Alison VerkadeManager

Records & Systems

Leo KerklaanManagerPayroll

Leo KerklaanManagerPayroll

Sophie MarcilManager

Organizational and Staff Development

Sophie MarcilManager

Organizational and Staff Development

John D’AgataDirectorPension

Administration

John D’AgataDirectorPension

Administration

Diana DuttonDirector

Academic Personnel

Diana DuttonDirector

Academic Personnel

Genevieve LomboAdministrative

Coordinator

Genevieve LomboAdministrative

Coordinator

Francine CoulombeAssistant

to the AVP

Francine CoulombeAssistant

to the AVP

March 2007

7

Human ResourcesService Delivery Model

Internal Clients

HR Service Delivery UnitsFaculties, Units, and Direct Services

HR Service Delivery UnitsFaculties, Units, and Direct Services

CompensationCompensation ODOD Employee RelationsEmployee Relations

Centers of Expertise

HR Central StrategyHR Central Strategy

Shared ServicesShared Services

8

Service Delivery HR Professionals

Implementation• Advice• Guidance• Policy Direction• Performance Dialogue• Coaching• Facilitation• Team Building• Conflict Resolution• Org Design/Change• Succession Planning• Orientation

McGill HR Strategic Framework

Strategic HRStrategic HR

Request & Service Shared

Services

Expert Services

OD EffectivenessOD Effectiveness

Transactional • Payroll

• Benefits Administration

• Salary Administration

• Procedures

• Templates

Resources• Total Compensation

• Benefit Management

• Disability Management

• Negotiation/Mandates

• Pension Management

• Communications/Education

• Organizational Development

• Process Management

• Employment/Pay Equity

• Staffing/Recruitment

• Talent Management

• Succession Framework

Compliance Policies

Services

Indicators/measurements

Strategy

• Forms• Web Update• Pension Administration

• HRIS

Request & Service

Request & Service

Source: David Ulrich

9

2007 Short Term PrioritiesH

um

an R

eso

urc

es

¬ Finalize HR Service Delivery Model and Structure

¬ Labour Negotiations – Develop Uniform Approach

¬ Finalize Compensation Program

¬ Develop Integrated HR Communications Strategy.

10

2007/2008 Key PrioritiesH

um

an R

eso

urc

es

¬Review of organizational structure;

¬Lead Executive hiring;

¬Support skills upgrade of APO community;

¬Review Executive HR policies and practices;

¬Integrate Academic Personnel Office within HR;

¬Management and Executive Development Plans;

¬Succession Planning; and

¬HR Shared Services implementation.11

Questions?

Hu

man

Res

ou

rces

12