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![Page 1: Www.pima.edu The Challenges Facing Human Resources in Higher Education Dan Berryman Vice Chancellor for Human Resources ACES General Meeting September.](https://reader036.fdocuments.us/reader036/viewer/2022062409/5697c0231a28abf838cd3f22/html5/thumbnails/1.jpg)
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The Challenges Facing Human Resources in Higher Education
Dan BerrymanVice Chancellor for Human Resources
ACES General MeetingSeptember 16, 2015
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Session Agenda
• How Challenges Facing Human Resources in Higher Education Can Affect You
• Discussion on the Importance of Managing Change
• Discussion on the Current PCC Administrative Reorganization
• Comments/Questions
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Human Resources Related Challenges in Higher Education Today
• Managing Change/Transitions
• Continuous Improvement of Operational Efficiency
• Creating a “Culture of Shared Accountability”
• Attracting/Retaining/Replacing Top Performers
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Change/Transitions
“If you don’t like change, you’re going to like irrelevance even less.”
-General Eric Shinseki,Chief of Staff, U.S. Army
“I am convinced that life is 10% what happens to me and 90% how I react to it.”
- Charles Swindoll, Author
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Strategies for Effective Change Management
• All levels of leadership communicate the “Why” of the change
• Lay out a clear path forward• Acknowledge the losses with empathy
and respect the past• Move from Endings to New
Beginnings as quickly as possible while monitoring the responses of employees
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Reactions to Transitions
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Phases of Transition (William Bridges Model)
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Strategies for Continuous Improvement of Operational Efficiency
• Continually assessing the capabilities of the existing automated and manual systems, organizational structures, and employees given the current demands of the higher education environment
• Involve as broad a group of employees as possible in conducting assessments and Return-on-Investment studies
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Strategies for Creating a “Culture of Shared Accountability"
• Receive senior leadership commitment to better insure each employee’s commitment to enhance their personal accountability
• Top to bottom, there must be a clear understanding of organizational and individual goals and the methods of communicating progress on completion
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Strategies for Attracting/Retaining/ReplacingTop Performers
• Intentional focus on branding and marketing each distinct area of the College
• Nurturing communities of practice that effectively hold one another accountable
• Organizational commitment to succession planning that supports developmental rotations
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The Importance of Organizational Structure Review
• According to McKinsey & Company (2015)– Today organizational redesign involves the
integration of structure, processes, strategies, and people to support the implementation of new strategies; it’s not just tinkering with lines and boxes.
– It involves the:• Processes that people follow• Management of individual performance• Recruitment of talent• Development of employees’ skills
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The Nine Secrets for Success
• McKinsey & Company’s research found there are 9 keys for success:1) Focus on the longer-term strategic
aspirations
2) Take time to survey the scene
3) Be structured about selecting the right blueprint
4) Go beyond lines and boxes
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The Nine Secrets for Success (cont.)
5) Be rigorous about drafting talent
6) Identify the necessary mind-set shifts and change those mind-sets
7) Establish metrics that measure short and long term success
8) Make sure leaders communicate
9) Manage the transitional risks
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College Reorganization Update
Board of GovernorsStudy Session
August 31, 2015
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Reorganization: Guiding Elements
Future State
Mission
Vision
Values
Strategic Plan
College Priorities
Budget and Financial Plans•Budget Planning Criteria•FY16 Budget•Expenditure Limit Plan
Educational and Facilities Master
PlansMission
Vision
ValuesCo
llege
Prio
rities
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Our Leaders Role in Managing ChangeThoughtful Leadership
– Be Fair, Reasonable, and Consistent– Follow processes wisely– Listen to those who will be impacted– Look for indicators of what is happening (use all your
senses)– Hold ourselves and others accountable– Limit black/white thinking (gray areas are the norm)
(situational leadership)– Don't be afraid to take risks - inaction is more dangerous
• Mistakes happen. Learning and improvement are what matters– Make sure you have the right people in the right positions
with the knowledge skills and abilities
Slide Adapted from 8/25/15 Presentation: Creating a Culture of Change
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Continuing Reorganization Efforts
• Successful colleges need to focus on continuous improvement of our outcomes in service to our students and community – not on minimal compliance
• This change in focus will require more “organic” organizational structures and not traditional command and control
• This leaner organization structure will require individuals with the knowledge, skills and abilities to be successful in their roles
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Continuing Reorganization Efforts
• Areas of responsibility must be clearly defined and individuals must be allowed to have the authority to operate in their position and be accountable for their work
• This autonomy must begin with establishing the organizational structure by having leaders collaborate with those impacted by changes to define new structures
• Different parts of the college will be “ripe” for restructuring/change at varying times
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Continuing Reorganization Efforts • When an area is restructured all individuals
qualifications for new positions will be examined using processes developed to ensure that we have appropriately skilled individuals
• The college will attempt to assist any individuals that are displaced by restructuring in finding a position in or out of the college that appropriately aligns with their knowledge and skills
• The timeline for any restructuring will be developed to allow individuals to make appropriate preparations for the upcoming change
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Parting Thoughts How Do You React to Failures?
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Parting ThoughtsWe are facing some very challenging times. Don’t let any failures you experience get you down. Try to Remember:
• Walt Disney was fired from the Kansas City Star because he "lacked imagination and had no good ideas”
• Oprah Winfrey was fired from her job as a TV anchor in Baltimore for being "too emotionally invested in her stories"
• Henry Ford had two failed car companies prior to succeeding with Ford Motor Company
• Steven Spielberg was rejected by USC's Cinematic Arts School multiple times.
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