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Building digital capabilities of staff
Involving Human Resources teams in organisational approaches
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Purpose/Aim This set of slides has been produced for Jisc by Lou McGill with input from Abi Mawhirt Head of People and Organisational Development, Dundee and Angus College They are intended to be used by HR teams in colleges and universities. There are two sets of slides: Building digital capabilities of staff: involving Human resources teams in organisational approaches Building digital capabilities of staff: a Jisc digital capabilities framework lens for Human Resources Teams This set maps HR activities and roles to the Jisc digital capabilities framework. It highlights where HR teams can input to institution wide approaches to staff digital capabilities and offers some suggestions for activities where they could get involved. Some of these areas involve other teams and would encourage HR input to support teams leading on a particular area. We hope that HR teams would use the content to consider their activities, identify and build on strengths, as well as identify any gaps or areas where they could enhance their support of staff digital capabilities. It may highlight areas where HR teams could take the lead, for example in the area of Digital identity and wellbeing. These slides are a pilot version and we intend to update or revise them following feedback from HR teams in colleges and universities.
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Digital capability framework
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HR activities Input to organisational strategy, policy, operations and change management ICT proficiency Information, media and data literacy Digital creation, innovation & scholarship Recruitment and selection Job descriptions and person specifications Applications and interviews Onboarding Systems and procedures Organisation-wide training Departmental training ICT proficiency Information, media and data literacy Digital learning and self development Digital creation, innovation & scholarship ICT proficiency Appraisal/performance review Systems and procedures Appraiser activities Identifying strengths and weaknesses Absence and capability monitoring and support Learning and development CPD/training Identifying training needs by staff/manager In-house/External training and/or education Digital learning and self development Relationship management Internal and external relationships Effective communication channels Conflict resolution/disciplinary procedures Digital communication, collaboration & participation Is the breakdown of HR activities comprehensive/meaningful? Employee engagement - is it the right terminology but well accepted term in HR…. Psychological contract - induction - belonging/ how the organisation treats me… Psychological and professional relationships. - boundaries - social media Relationship management Absence and capability management - trade unions - communications channel and negotiation Onboarding shared vision values of org - appraisal/performance review - where does it sit is it part of relation to relationship management. 360 reviews - insight profiles Exit interviews????? Do the digital capability framework areas on the right sit in the right places? Are the more specific areas of activity in the middle column the right things to include as examples? Should the middle column be expanded in another graphic? Could we produce something practical to help with these areas or is an overall mapping like this more useful - allowing individual teams to explore the areas they could address? Would it be useful/possible to map other departments to work with - or is this too specific to each organisation - e.g Information, media and data literacy - link to library and info services, teachers, systems teams? Difficult - strategy leads different… do a checklist - with blank column for depts to work with. Skills in Hr teams….. Financial wellbeing Start with students…. Bringing the whole self to work!!! - digital identity - difficult to balance… - ex staff and students Wellbeing strategy at Dundee and Angus College - trade unions were uncomfortable with it… Colleges scotland - and bargaining with TU’s Health and wellbeing Physical health Mental health/Digital identity Specific health aspects e.g.digital identity, financial health, cyber security Digital identity and wellbeing
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Recruitment and selection
Job analysis and listing 01 Producing/reviewing job descriptions Producing/reviewing person specifications Listing jobs Common ICT proficiencies for all job descriptions Specialist digital capabilities for common job roles (e.g. line manager, researcher) Specialist digital capabilities for job roles (e.g. animation lecturer, data analyst) Applications and interviews 02 Application tracking Shortlisting Demonstration of ICT proficiencies Demonstration of specialist digital capabilities Checking qualifications, digital badges, previous experience Interview presentation, portfolio, online quiz or exercise Line manager - common things And specific to this. operationalising the digital strategy Baseline to roles….
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Onboarding 01 02 03 03 Pre-start date First week First six months
Welcome package Set up working space Set up technology, systems and appropriate administrative areas Information about expectations of technology to be used Check for any special technology requirements or support needed First week 02 Welcoming, timetable Tours, orienteering Technology set up Skills check Values of the organisation Guidance on digital systems and procedures Ergonomics check Checklists for technology access and ability to use First six months 03 Performance review process devised and explained Consider flexible arrangements if any special requirements emerge Support to attend appropriate training Digital reflection and recording mechanisms to assess competence Adaptations to working space and technologies Guidance and training in appropriate areas First year 03 Highlight successes of employee Identify further training and support needs for job role Consider how far expectations of employee and manager have been met Any changes to job role required Digital reflection and recording mechanisms Ongoing training needs Need to use new technologies or applications
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Appraisal/performance review
Appraiser activities 01 360 reviews Review cycles - probational, ongoing, annual Recording and maintaining records Feedback Review digital capabilities - Jisc tool Identify strengths and weaknesses Identify appropriate courses Digital recording of feedback Reflection/self review 02 Insight discovery profiles Digital portfolios Institutional recording systems Identify and articulate own training needs Tools for insight discovery Data protection and sharing issues Reflect on digital capabilities - Jisc tool Identify appropriate training courses Digital reflection and recording mechanisms Performance record 03 Institutional systems and procedures Identify strengths and weaknesses Data protection issues Data analytics Absence and capability 04 Absence monitoring and support Health impacts on capabilities Identify new training or support needs Data analytics Review digital capabilities Digital recording mechanisms
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Learning and development
01 Informal learning activities Formal learning opportunities Free online courses or materials In-house courses and training External certified courses and training Identifying training needs Training and courses 02 Identifying learning support needs Supporting reflecting on learning Time and resources to learn Development of personal learning networks Tools for reflection Learner analytics Learning/work balance - digital wellbeing Network safety and behaviours Learning record 03 Institutional systems and procedures Identify strengths and weaknesses Reflections on learning Feeding into appraisals Badges and certificates Ownership and management of reflective statements Digital professional portfolios
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Relationship management
Staff/institution relationship 01 Duty of care - health and wellbeing Staff support mechanisms Staff performance/attitudes Absence management Disciplinary/grievance procedures Exit interviews Staff satisfaction measures Monitoring mechanisms and systems Conflict resolution Staff/staff relationships 02 Conflict resolution People management Guidance on digital systems and procedures Ergonomics check Checklists for technology access and ability to use Staff/student relationships 03 Appropriate and safe communication Supporting student learning Pastoral support Special support needs Digital communications policy Guidance and training in appropriate areas External bodies 03 Professional bodies Government bodies National organisations Unions Input to digital communication policies Conflict resolution Staff wellbeing activities Negotiation activities
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Health and wellbeing 01 02 03 Physical health Mental health
Safe physical environment Ergonomics Safe online environments Supporting healthy choices Digital health reviews Ergonomics checks Training and guidance Understanding areas of responsibility Physical health Mental health 02 Safe online environments Safe online behavior Appropriate online interactions Conflict resolution Appropriate staff support Guidance and support Training and education Arbitration Wellbeing checks/sessions Effective reporting mechanisms and responses Specific health aspects 03 Financial health Digital identity Cyber security Specific training sessions Tools and applications Clear policies and procedures
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