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Policies and Practices – Challenges to Human Capital Reform Strategic Management of Human Capital Conference March 24-25, 2009
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3/25/09Strategic Management of Human Capital Conference 2 Where does our work fit in? Recruitment Training and Development Everything else
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3/25/09Strategic Management of Human Capital Conference 3 Scoping the Task Work that requires official actions or negotiated agreements Board policies and regulations Union contracts and agreements State law and regulations examples Work that Human Resources can change internally or spearhead a new process to impact teacher quality examples: – change the process for assigning surplussed (excessed) teachers - provide principals electronic access to all applicants 24/7
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3/25/09Strategic Management of Human Capital Conference 4 The Value of Process Redesign Pain points for Principals/employees Pain points for Applicants Staff mired in transactions Supports ultimate goal of human capital management
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3/25/09Strategic Management of Human Capital Conference 5 Pain Points for Principals Excessed (surplus) teachers Absenteeism and leaves of absences Underperforming Teachers, others Grievances/appeals/complaints, etc. Lack of access to applicants On-boarding Other ?
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3/25/09Strategic Management of Human Capital Conference 6 Pain Points for Applicants Lack of visibility into the process Lack of access to vacancies On-boarding
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3/25/09Strategic Management of Human Capital Conference 7 Focus for SMHC – 2009-2010 What is most helpful? Finding resources Best Practices and Benchmarking Networking Support for Process Redesign Work Other ?
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3/25/09Strategic Management of Human Capital Conference 8 Contact Information Elizabeth Arons NYC: Senior Human Resources Policy Advisor Labor Support Unit 65 Court Street – 900 Brooklyn, NY 11201 718-935-4919 earons@schools.nyc.gov M-T-W Gates Foundation: Consultant – Human Capital Management Th-F arons20191@aol.com
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