Strategic HR agenda:
working on the University of Groningen strategy
Passion & Performance
is the title of the
Strategic Plan
for the years 2010-2015 drawn up by the University of Groningen in 2009.
The University’s principal objective is to be in the Top 100 of best universities by 2014.
This means that the University of Groningen does not simply want to be a good university; it wants to be an excellent university, working with passionate people who deliver excellent performance.
It goes without saying that excellent teaching and research by academic staff (WP) and support from the support staff (OBP) requires excellent personnel and strategic Human Resources (HR) policy.
In order to work on the ambitions formulated in the Strategic Plan in an active and targeted way, they have been translated into spearheads for strategic HR policy.
Policy
Which HR policy is required to realize the University’s ambitions?
That’s the key question.
A number of interactive meetings with various University staff members have resulted in a strategic HR agenda for the next five years, entitled
People, Passion & Performance.
Ten strategic HR themes have been formulated,
reflecting the focus points that the University of Groningen wants to concentrate on in the coming years.
Taking various developments into account, this should eventually result in the University achieving its goal of entering the Top 100 of best universities.
1 - Passion
There’s no such thing as excellence without passion!
2 - Personnel planning and recruitment
We need to examine which people with which knowledge are needed where in order to put the right people in the right place.
3 - Talent Management
Talent management is a critical factor for success.
4 - Performance Management
Good results and performance must be recognized and appreciated.
We want to develop a culture where it is normal to clearly state your aims, monitor how things are going and evaluate and assess work once it is completed.
5 - Leadership development
We expect managers to be resolute and flexible, and able to open up new avenues and find solutions to complex problems, in a coaching and trust-based way.
6 - More women in top positions
Talent to the Top:
in 2014, 25% of the professors at the University of Groningen should be women.
In order to achieve this, various tools are already being put to use.
Getting more women into top positions is possible if the organization is ‘diversity minded’.
7 - Lecturer quality
The aim is to have internationally renowned teaching provided by inspiring lecturers who impart advanced knowledge to their students in an attractive way.
8 - Work-life balance
A new way of working has recently emerged,
where staff are given more room and freedom to decide how, where, when, and with what and whom they work.
Not only will this benefit the work-life balance, it will also mean that younger generations will consider the University of Groningen an attractive employer.
9 - Internationalization
The University of Groningen wants to recruit excellent staff from abroad and be an excellent employer for them.
The University will further increase its internationalization efforts.
10 - More efficient and effective operations
Digitizing work processes is key here,
as this will speed up processes and decrease the risk of errors.
