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November 26, 2012

Monday, November 26, 2012

Hiring and Recruiting: streamline processes and increase HR workflow implementation

  • Business process changes were reviewed with Huron consultants for conformity to original plans.
  • Conducted "Lessons Learned" sessions for campus Time Reviewers and Hiring Managers.
  • Reviewed with Leadership and Huron the TAM and ROC issues identified in contacts with deans' staff. Planned short-term TAM intervention.
  • HR developed its own set of known functionality limitations with TAM.
  • Consultant hired for two weeks provided some opinions regarding identified TAM functionality issues and workflow.
  • Began visits with deans' and SSC staff to further identify TAM and ROC issues.
  • Staff updated faculty postings to redirect applicants to HR site for applicant materials.
  • Staff worked with IT to provide application completion directions within TAM.
  • Campus was notified of short-term TAM measures.

Job Descriptions: standardize descriptions and create KUL/KUEC salary bands

  • Met with Market Study vendor and clarified pricing scheme for consulting services; provided preliminary prices to Leadership.

Performance Management: redesign and implement improved processes

  • Preferred PM vendor was recommended to Leadership and approval was received to begin negotiations.
  • Met with Enrollment Management staff to explore their competency based performance management approach and identified alignments with their project.
  • Participated in demonstration of Wufoo to determine applicability for campus training and communication strategies.
  • Reviewed internal process with HR staff for handling probationary periods for campus staff.
  • Met with Learning and Development Advisory Council and Stakeholders to identify components of master campus training plan. Reviewed best practice information obtained by Huron to identify desired outcomes.
  • Obtained short extension for submission of master campus training plan.


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