2. Presentation to Management Forum April 25, 2007, 2007 Human Resources

3. Our Mission Human Resources 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

4. HR Evolution and Dimensions of the Role of HR Human Resources 3

5. Personnel Dept: v Administrative focus v Traditional mind set v Limited scope of activity HR Management: v Administrative focus with enlarged scope of activities v Support function v Less reactive & more proactive 1970’s1980’s 2000’s - Today Strategic HR Management v Key Business Partner v Focus on value-added activities v Proactive v Multidisciplinary v Multi-faceted roles Evolution of the Role of Human Resources Source: David Ulrich 4

6. Ulrich model. Human Resources Dimensions of the Role of HR Professional Technical HR Experts  Deploy & deliver efficient, cost-effective organization and people 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 Experts Employee Advocates Change Agents Strategic Partners Source: David Ulrich 5

7. McGill University Human Resources Organization and New Strategic Framework 6

8. McGill University Human Resources Organization Lynne B. Gervais Associate Vice-Principal (Human Resources) TBA Associate Director Human Resources Josephine Leake Manager Staff Relations /Salary Administration Kathleen Tobin Manager Benefits Jane Bracewell Manager Staffing and Placement Transition Alison Verkade Manager Records & Systems Leo Kerklaan Manager Payroll Sophie Marcil Manager Organizational and Staff Development John D’Agata Director Pension Administration Diana Dutton Director Academic Personnel Genevieve Lombo Administrative Coordinator Francine Coulombe Assistant to the AVP March 2007 7

9. Human Resources Service Delivery Model Internal Clients HR Service Delivery Units Faculties, Units, and Direct Services HR Service Delivery Units Faculties, Units, and Direct Services Compensation OD Employee Relations Centers of Expertise HR Central Strategy Shared Services 8

10. 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 HR Request & Service Shared Services Expert Services OD 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 Source: David Ulrich 9

11. 2007 Short Term Priorities Human Resources ¬Finalize HR Service Delivery Model and Structure ¬Labour Negotiations – Develop Uniform Approach ¬Finalize Compensation Program ¬Develop Integrated HR Communications Strategy. 10

12. 2007/2008 Key Priorities Human Resources ¬ 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

13. Questions? Human Resources 12