Transcription
HUMAN RESOURCESOPERATIONAL PLAN2010-2011
Human Resources Operational PlanThe Human Resources (HR) Operational Plan is guided by a number of inter-Examples of core processes are payroll, recruitment, workers compensation, caserelationships which is reflected in our approach to supporting the business of themanagement,University.internal/external bodies and the managing performance framework.Our business decisions are driven at the highest level by the strategic direction ofHR service delivery is informed both top-down and bottom up. Universitythe University encapsulated by the Australian Catholic University Strategic Plan.planning identifies strategies and outcomes and provides for the focus andThe People and Culture Thematic Plan enhances the ACU Strategic Plan,direction of core work processes, and likewise, the core work of HR can informproviding clear direction as to where the HR Directorate needs to focus itsorganisational strategies. For example, an increase in core work with respect toservices, develop initiatives, respond to issues and achieve enhancements to corecase management may lead to a strategy being identified for a core competencywork.in people management. The strategic response would be that a Competency andworkforceplanning,change management,reportingforCapability framework is developed and implemented which is then reflected inBeneath the two strategic documents are the legal employment framework andour identified HR initiatives. To enable the enhancement of core work there is athe ACU strategic plan and associated plans.need to have core systems that underpin our work, such as PayGlobal andThe HR Operational Plan is achieved through the context of our HumanPageUp, and a continued focus on system design and development to supportResources Strategic Intent and HR Service Charter.business decision making.aspirational identifying both who we are and providing future focus. It tells usOur legal employment framework falls across the strategic and the operationalarena. Particular emphasis is given to the implementation of enterpriseagreements and the supporting and enabling policies. Both provide assistance tothe development of HR initiatives and interventions.The strategic intent ishow we will work to support the business of the University. The Service Charterassists in meeting client expectations in our day to day relationships with thegreater university and external community.To create a sustainable HR service, staff in HR must take full responsibility to findefficient and effective ways of working and to inform core processes andCore work covers matter that is essential to the day to day working operations ofboth the HR Directorate and the day to day operations of the University.business decisions.
Human Resources Strategic IntentOur goal is to provide integrated professional services continuously aligned to the business strategy of the University.We achieve this by:Knowing our internal environment:Effecting Change:o Strategic Planning – Implementationo Developing staff, managers, and leaderso Producing reports and commentary on our workforce profile ando Communicating with staffidentify workforce issueso Working collaboratively with organisational unitso Understanding our customersKnowing our external environment:o Maintaining links to the HR Profession and update knowledgeo es, systems and outcomes)o Developing and supporting innovative workforce interventionso Encouraging a high performance cultureContinuous business process improvements:o Undertaking benchmarkingo Finding new ways to do business processeso Representing ACU at industry forums and seminarso Streamlining administrative processes.(policies,
HR Service Charterto be developed however the following points have been identified to be includedCollaborative identialityBusiness Process ImprovementReview and maintain staffing delegations that enable management decision-makingContinuous enhancement of the capabilities of the various HR systemsContinued enhancement of workforce planning capability to faculties and directoratesRefining procedures to minimise burdensome administration on the UniversityE-workflows and E-forms investigation, recommendation, development and implementationCore WorkEnsure that the University’s staffing policies are designed to appropriately support effective decision-making by managers, and are consistent with the University’sstrategic requirements and legal obligationsThe continuous improvement of human resources practices to support the whole of employment life cycle experience of an employee and thereby the effectivehuman capital management of a significant ACU resourceCreation of reports in timely manner to bodies either internal or external including, but not limited to, workforce planning/profile, remuneration and benefits,Completion of various deadline driven tax compliance requirements and end of financial year reporting requirementsProvision of advice & guidance on practical application of industrial instruments to line managers and staffManaging change and provision of effective support and guidance to line managers during change management processesOngoing implementation of University-wide grievance management process and effective case managementDevelopment of national policies, procedures and information sessions on OH&S, Wellbeing and Work-Life BalanceProvision of effective and timely support to staff and line managers through the administration of worker’s compensation claims and throughout the rehabilitationprocess for injured staffThe employment of sessional and casual staff is annually reviewedProvision of targeted learning and development programs to meet the identified needs of general staff and the ongoing needs of the UniversityPerformance Development Plan management and associated development programs meeting both individual and business needs
Operational Plan: HUMAN RESOURCESStrategic Goal:Thematic PlanLearning andTeachingOrganisationalUnit Plan StrategyNo.5.4 Library ServicesThematic PlanStudent LifeOrganisationalUnit Plan StrategyNo.1.1 Catholic Identityand MissionResponsible Officer: DIRECTOR, HUMAN RESOURCESStudent ExperienceGoal No.5Goal TitleGoal DescriptionACU offers a diverse,information-rich andcollegial learningenvironmentACU provides a learning environment which fosters a collegial approach to learning, a variety of physical and accessible virtual learning spaces, access to technologies, ICT skills training programs and helpdesk support.OperationalPlanOperational PlanStrategy Strategy TitleNo.1Goal No.1TargetsActionsThe Library will further develop it services, facilitiesand collections to meet the evolving needs of aLibrary Services re-structure diverse University community, including providing aA new Library structure will be implemented in Julyand change managementgreater emphasis on supporting research.No further action required2010.program.Human Resources will guide and support Librarymanagement and staff in the change managementtransition to the new structure.StatusUpdateContributingOperational Unit EmploymentRelations; HRConsultancyServicesGoal TitleGoal DescriptionCampus Life and CultureACU provides opportunities for students to engage in activities on campus, build relationships with peers and staff, and support their learning through campus engagement.OperationalPlanOperational PlanStrategy Strategy TitleNo.2Operational Plan Strategy DescriptionOperational Plan Strategy DescriptionThe University will promote the development of acampus culture characterised by free inquiry andacademic integrity, commitment to service, theStaff's catholic identity andpromotion of the common good and the dignity ofMission awareness reflected the human person. The University will invitein interactions with students. students to engage with the Catholic Identity andMission of the University. The University respectsand, where possible, will support the traditions ofstudents of other faiths.Activity Summary for the Reporting Period: INSERT MONTH YEAR StatusUpdateTargetsActions1. Enhanced Employee Induction Programincorporating Catholic Identity and Missionimplemented by June 2010 (Completed).2. New one day induction program commenced inMarch 2010 (Completed).1. Review the implementation of U@ACU in November 2010.1. On Target2. Pilot E-Induction in September 2010 with rollout in2. On TargetNovember 2010.Library, SL&TContributingOperational Unit Organisational/DelegationOperationalUnitsLearning andDevelopment;Office of theDirector HRSL&T, DIM115
Operational Plan: HUMAN RESOURCESThematic PlanStudent LifeOrganisationalUnit Plan StrategyNo.2.2 Scholarshipsand BursariesGoal No.2Goal TitleGoal DescriptionAccess and EquityACU is committed to equality of access and outcomes for students who have traditionally been under-represented at university, especially those who have experienced prior educational disadvantage.These include:Indigenous people;People from socio-economically disadvantaged backgrounds;People from regional and remote areas;People with disabilities;People from non-English speaking backgrounds;Women and men in non-traditional study.OperationalPlanOperational PlanStrategy Strategy TitleNo.3Responsible Officer: DIRECTOR, HUMAN RESOURCESEquity for Scholarships andBursaries.Operational Plan Strategy DescriptionAustralian Catholic University, in partnership withstakeholders and donors, will provide scholarshipsand bursaries that assist students, including thosefrom equity groups. To achieve this the Universitywill:a) review current scholarships and bursaries toestablish their availability at each campus;b) develop a program to fund a bursary scheme.c) monitor the scholarship and bursary schemes ofcompetitorsActivity Summary for the Reporting Period: INSERT MONTH YEAR TargetsNTContributingOperational Unit atusUpdate1. Establish irregular mechanisms (where required) to payscholarship holders through payroll.2. Due to a change in external reporting requirementscommence discussions with Finance on opttion or potentialfor a transfer of tasks.1. On TargetRemuneration and SL&T, Ac,2. Commenced BenefitsResearch215
Operational Plan: HUMAN RESOURCESStrategic Goal:Thematic PlanResearchOrganisationalUnit Plan StrategyNo.1.3 ResearchCapacity andCapabilityResponsible Officer: DIRECTOR, HUMAN RESOURCESResearch Knowledge and TransferGoal No.1Goal TitleGoal DescriptionResearch culture:The University will create and foster an organisational-wide research culture.OperationalOperational PlanPlanStrategy Strategy TitleNo.4Building and supportingresearch capacity andcapabilityOperational Plan Strategy perational Unit Organisational/DelegationOperationalUnitsThe University will proactively grow and renew itsworkforce to increase its research capacity andcapability. The University will recruit excellentacademics, researchers, postdoctoral fellows andresearch students to build research capacity that isstrongly aligned with the University’s identity andmission. The University’s employment processesand working arrangements will embed researchperformance standards and foster researchcapability. The University will enhance opportunities,professional development and support for promisingand excellent researchers including Indigenous andequity groups, early and mid-career researchersand research leaders through a wide range ofmechanisms. Staff exchanges with researchcentres, industry and international partnerorganisations will be facilitated. Within a culture ofincreased opportunities, expectations and support,and recognition of achievement, the number of staffwith doctoral qualifications and the proportion ofresearch-active staff will increase.1. Postdoctoral fellows:By the end of January 2011, the number ofpostdoctoral fellows will have increased by 8%2. Research active staff:By the end of 2011, the proportion of researchactive staff will have increased3. Academic qualifications:By the end of 2011, the proportion of academicstaff with doctoral qualifications will have increasedby 4% (and 10% by 2013)1. Integrate research capacity and capability intoappointment processes.2. Record and report research active staff on Pay Global.3. Report academic qualifications on Pay Global.4. Publish reminders of qualifications process update.5. Review and/or develop reporting mechanisms identifyingresearch capacity and capability from Pay Global.On Target forallHR Systems; HRConsultancyServices Unit;Research, AcRemuneration andBenefitsActivity Summary for the Reporting Period: INSERT MONTH YEAR 315
Operational Plan: HUMAN RESOURCESStrategic Goal:Thematic PlanIdentity and MissionOrganisationalUnit Plan StrategyNo.2.2 FormationProgramsResponsible Officer: DIRECTOR, HUMAN RESOURCESCatholic Identity and MissionGoal No.2Goal TitleGoal DescriptionOpportunities for staffformationMany and varied opportunities will be offered for staff formation that is personally enriching and renewing through engagement in doctrinally, spiritually and pastorally rich dialogue about Catholic intellectualthoughtOperationalPlanOperational PlanStrategy Strategy TitleNo.5Staff FormationOperational Plan Strategy perational Unit ary, accessible and challengingprograms will be designed and led by skilledfacilitators to assist staff in exploring the CatholicIntellectual tradition and key Catholic documentsComprehensive staff induction, development andformation programs are developed and deployedfrom Semester Two 20101. Strategic Employee Induction Framework inclusive of EInduction.2. Staff Formation inclusion requires further exploration andintegration.1. On Target2. On holdLearning andDevelopment;Office of theDirector HRActivity Summary for the Reporting Period: INSERT MONTH YEAR I&M415
Operational Plan: HUMAN RESOURCESStrategic Goal:Thematic PlanPeople and CultureOrganisationalUnit Plan StrategyNo.1.1 Mission criteriaand employmentprocesses arealignedResponsible Officer: DIRECTOR, HUMAN RESOURCESService Delivery and EnablersGoal No.1Goal TitleGoal DescriptionThe Mission of ACU isembedded in theUniversity’s employmentphilosophy and practicesThe University’s Mission describes the beliefs, principles, values and philosophy by which ACU National operates. ACU continues to work toward a shared understanding of the Mission by the Universitycommunity in order to assist all staff in working towards a common goal.OperationalPlanOperational PlanStrategy Strategy TitleNo.6Operational Plan Strategy DescriptionReview employmentThe University will integrate Mission criteria andprocesses for alignment withterms into all ACU employment processes.Mission.TargetsThe review of all ACU National employmentprocesses to integrate Mission criteria and terms iscompleted and communicated to staff by 31 March2010.Revised target date to be determined uponfinalisation of Enterprise al Unit Organisational/DelegationOperationalUnits1. Review policies, procedures and forms to embed missioncriteria.2. Establish regular communications with staff on Missioncriteria.RecommendTargetAdjustmentupon EAfinalisationEmploymentRelations; HRConsultancyDIMServices; Learningand Development1. See OPS No.5 - Staff Formation2. Establish reporting mechanisms from July 2010 andongoing.3. Recording & reporting Macchiato Moment completions.On Target4. Recording and reporting E-Induction5. Reporting annually the induction results in the New StarterSurvey.Staff InductionThe University will implement a comprehensiveinduction, development and formation program forall staff, including specific programs to assist staffwho are new to the University and/or highereducation context to successfully integrate into theirroles and work environment.1. 80% of all new staff attend a Mission InductionWorkshop within the first three months of theiremployment and 100% within six months.2. The enhanced Induction program is fully onlineby 31 March 2010.8Staff SatisfactionImplement a regular staff satisfaction survey formonitoring and informing organisational culture,climate and wellbeing.1. Review to inform timing of next "My Voice" survey.An action plan arising from my Voice or other staff2. Preparation for next "My Voice" surveysurvey is developed and communicated to staff on3. "My Voice" action progress reports update six monthly.a regular basis commencing from early 2010On TargetHR ConsultancyServices; Office ofthe Director HumanResources9Health, Safety and WellbeingDevelop and implement communication andawareness strategies to ensure staff are informedon current and new developments/options/pathwaysto health, safety and wellbeingDevelop and implement a calendar of communication,Information sessions on achieving work/lifeevents, and information sessions promoting (but not limitedbalance are implemented in the University by Juneto): OH&S, Montie, Real Time Health, EAP, SageCo, DHA,2010.Work life Integration, Pre-Retirement Framework; WorkloadRevised target adjustment to 4th Quarter 2010.Framework, etcRecommendTargetAdjustment to4th Qrtr 2010EmploymentRelations, Office ofthe Director HumanResources1.2 A staff induction,development andformation programis available71.3 A staffsatisfaction surveyis implemented togain feedback fromthe Universitycommunity1.4 Health, safetyand wellbeingframeworks areestablishedActivity Summary for the Reporting Period: INSERT MONTH YEAR Learning andDevelopment; HRConsultancyServicesDIM515
Operational Plan: HUMAN RESOURCES1.5 The Universityworkplace issupportive for allstaff10Fairness and EquityResponsible Officer: DIRECTOR, HUMAN RESOURCESThe University will ensure a harmonious andsupportive work environment for all staff throughensuring fair and equitable practice and process;access to entitlements and benefits; and thatconflicts and grievances are dealt with promptly andin accordance with due process.Activity Summary for the Reporting Period: INSERT MONTH YEAR 1. Strategies to reiterate the University's Code ofConduct throughout all aspects of the employmentlife cycle and functions are developed andimplemented.2. Supervisors are enabled and empowered tomanage staff effectively. Internally escalatedperformance management (including medicalcases), grievance management, complaints andother investigations are less than 5% of the noncasual headcount for a calendar year.1. Update and communicate Code of Conduct throughout theyear.On Target2. Develop and deliver relevant development programs andinformation sessions.EmploymentRelations; HRConsultancyServices; Learningand Development615
Operational Plan: HUMAN RESOURCESThematic PlanPeople and CultureOrganisationalUnit Plan StrategyNo.2.1 The University’sstrategic direction isactivelycommunicated to allstaff within theUniversitycommunityGoal No.2Goal TitleGoal DescriptionStaff expectations arealigned withorganisational strategyThe University’s capacity to implement the ACU Strategic Plan 2009-2011 is dependent in large part upon its staff. The University community as a whole, and individual staff, need to have a sharedunderstanding of the goals and intended outcomes of the Strategic Plan so as to align decision-making and keep efforts focussed on the identified objectives and strategies. The University will assist staff ingaining a shared understanding of the Strategic Plan through deploying targeted communication processes as part of the implementation of the Planning Hierarchy that underpins the Strategic Plan 2009 –2011.OperationalPlanOperational PlanStrategy Strategy TitleNo.11Responsible Officer: DIRECTOR, HUMAN RESOURCESTwo Way CommunicationTargetsThe University will develop and implementmechanisms to inform staff regularly about progressagainst the goals and objectives of the StrategicPlan. This communication will be designed tosupport University activities and projects and overallwork organisation. Staff will be provided withopportunities and pathways to participate indiscussions and provide feedback concerning theopportunities and challenges faced by theUniversity.1. A framework for communication of progressagainst the Strategic Plan and Thematic Plans is1. Develop the People and Culture Steering Committee.Recommenddeveloped and produced by 31 December 2009.2. Implement and report New Starter Survey and Exit Survey Target2. A mechanism to receive ongoing feedback fromfeedback (Implemented August 2010).Adjustmentstaff is developed and in place by 28 February2010.Activity Summary for the Reporting Period: INSERT MONTH YEAR ActionsStatusUpdateOperational Plan Strategy DescriptionContributingOperational Unit Organisational/DelegationOperationalUnitsOffice of theDirector HumanResources: HRConsultancyServicesAll715
Operational Plan: HUMAN RESOURCESThematic PlanPeople and CultureOrganisationalUnit Plan StrategyNo.3.1 The University’sstructures andprocesses aredesigned to ensureeffectiveness andefficiency ofoperation3.2 Organisationalflexibility andcapability isoptimised throughthe workloadframework3.3 Crossorganisational unitcollaboration ispromoted andencouraged3.4 A customerservice culture isintegral to theUniversity’soperationGoal No.3Responsible Officer: DIRECTOR, HUMAN RESOURCESGoal TitleGoal DescriptionAustralian CatholicUniversity responds tostrategic opportunity andchallengeAustralian Catholic University recognises that its capacity to achieve its Mission and strategic objectives depends on the way in which it is organised and staffed. To be successful, ACU will therefore haveflexibility in its design to adapt to changes in the environment and endeavour to have the right people with the right skills in the right jobs.OperationalPlanOperational PlanStrategy Strategy TitleNo.ActionsStatusUpdateContributingOperational Unit Organisational/DelegationOperationalUnitsBusiness ImprovementProcesses1. University Integrated Dashboard (UID)implementation date January 2011.2. Streamlined General Staff Classification Systemimplemented June 2011.3. Integrate Paid Parental Leave implemented byContinuous business process improvements toJanuary 2011.support informed strategic and operational business4. Strategic Recruitment Unit and processesdecisions.implemented by January 2011.5. Investigate Electronic Timesheet introduction atACU by June 2011.6. Review sessional employment process andrecommend improvements by October 2010.1. Testing to commence 4th Quarter 2010 .2. Discussion as part of Enterprise Bargaining negotiations.3. Commenced4. Recruitment and placment process complete, integrationpost October 2011 to occur.5. Commenced6. Commenced1. On Target2. On Target3. On Target4. On Target5. On Target6. On TargetALL HRWorkload Framework1. Information sessions on achieving work/lifebalance are implemented in the University by JuneThe University will embed work-life balance into its2010. Recommend target adjustment to 4thworkload framework to ensure staff are able to workQuarter 2010.within optimum organisational flexibility and2. A discussion paper outlining academiccapability parameters.streaming is developed and policies approved forimplementation for the 2011 academic year.1. Refer to OPS No.9.2. Develop, implement and review Academic workloadframework.3. Develop and implementing reporting capability onAcademic workload at ACU.1. RecommendtargetEmploymentadjustment.Relations; Office of2 & 3. Onthe Director HRTarget14Cross Unit SynergiesBusiness improvement process initiated by HumanResources will ensure liaison, input, feedback,partnerships and collaboration with relevantstakeholders.15Human Resources will embed a customer serviceculture in its organisational structure and processesto ensure that Human Resources staff, systems,Customer Service Integrationpolicies and processes operate in an integratedmanner that is responsive to internal and externalclient needs1213Operational Plan Strategy DescriptionActivity Summary for the Reporting Period: INSERT MONTH YEAR TargetsRelevant stakeholder working groups are formed toachieve effective business outcomes consistentwith the expected outcomes of the Strategic Plan.Mechanisms exist to promote opportunities forcross-unit collaboration and embed a customerservice culture.1. Develop a consistent mechanism for Human Resources toconsult broadly across ACU and embed through strategic1. Notprojects.Commenced2. Investigate and recommend the effective integration of2. On Targetonboarding processes (HR, IT, Properties etc) by end of 1stQuarter 2011.1. ALL HR2. HR ConsultancyServicesPhase 1 realignment of HR Servicesimplementation by end of June 2010 resulting in astrengthening of HR customer service culture.Phase 2 proposal to be developed by December2010.University HR Functional Unit Review in 3rdQuarter 2011 will review alignment of the HRcustomer service implementation.1. Development of HR Strategic Intent (Completed) andService Charter.2. Embed within HR Operational Plan.3.Standardise HR processes.On Target4. Communicate with ACU community.5. Phase 2 HR Structure Proposal developed and submittedto DVC (A&R) and VCAll HR815
Operational Plan: HUMAN RESOURCESThematic PlanPeople and CultureOrganisationalUnit Plan StrategyNo.Goal No.4Goal TitleResponsible Officer: DIRECTOR, HUMAN RESOURCESGoal DescriptionStrategic workforceACU will ensure that it designs and implements a workforce planning approach to respond to changes in the demographic nature of the Australian and international workforce and the increasinglyplanning is embeddedacross Australian Catholic competitive nature of recruitment, selection, retention and promotion practices.UniversityOperationalPlanOperational PlanStrategy Strategy TitleNo.1. A discussion paper outlining the optimumworkforce profile and identifying ranges andstrategies to achieve the workforce profile isapproved and then integrated into workforceplanning processes by 2011.Target adjustment to integration by June 2011.2. A competency and capability framework isimplemented for the 2011 academic year.Target adjustment to June 2011.1. Implement a Strategic Workforce Planning WorkingGroup.2. Develop a discussion paper on advancing WorkforceRecommendPlanning at ACU and include a proposal by the end of 2010, Targetwith integration by June 2011.adjustment3. Develop and implement a competency and capabilityframework.WorkforcePlanning; Office ofthe Director HumanResources;Learning andDevelopmentDiscussion paper developed third quarter 2010.1. Review senior staff salaries.2. Review and implement new salaries arising from newEnterprise Agreement.3. Benchmarking and recommendations prepared on anannual basis.Office of theDirector HumanResourcesAn Employment Value Proposition is implementedby July 2010.Target adjustment to June 2011.1. Realign and re-scope project planRecommend2.Determine metrics and feedback mechanisms for program Targetsuccess.adjustmentHR ConsultancyServices, Office ofthe Director HR1. Refer to: OPS No. 10 (Fairness & Equity) and OPS No. 16(Workforce Profile).On Target2. Develop relevant reporting mechanisms and metrics.3. Implement Quality Leadership Program (QLP).Office of theDirector HumanResources,Learning andDevelopment1. Development of Learning and Development calendarinformed by PDP process and Academic Planning & Reviewprocess.On Target2.Identify and embed Learning and Development metrics.3.Develop and implement career framework based oncompetency and capability, as a second phase.Learning andDevelopment:Office of theDirector HumanResources4.1 The University’sworkforce profile isaligned with itsstrategic direction16Workforce Profile4.2 The University’sremunerationstrategies arecompetitive andflexible17Remuneration FlexibilityThe University will develop competitive and flexibleremuneration strategies that support a strategicapproach to workforce planning.4.3 Recruitment andretention practicesare focussed onhigh-performingstaff18The University will develop an employment valueEmployee Value Proposition proposition appropriate to the Mission, ethos andstrategic direction of ACU.4.4 Leadership andmanagementbehaviour andpractice aredeveloped acrossthe Universitycommunity4.5 Learning anddevelopmentprograms areestablished1920ContributingOperational Unit man Resources, in collaboration withorganisational units will develop and implement arange of strategies and interventions to achieve itsworkforce profile objectives, including thedevelopment and implementation of a competencyand capability framework, and a leadershipmentoring program.Enabling and Empoweringleaders and managersHuman Resources will facilitate the identification ofkey leadership and management competencies asthe basis for developing an ACU LeadershipProgram.1. Supervisors are enabled and empowered tomanage staff effectively. Internally escalatedperformance management (including medicalcases), grievance management, complaints andother investigations are less than 5% of the noncasual headcount for a calendar year.2. 90% of supervisors complete programs to assistwith constructive conversations, managingchange, and managing performance.Career EnhancementThe University will provide relevant, ongoinglearning and development programs andopportunities for all staff.A framework for career development is created,communicated and embedded in the PerformancePlanning Process (PDP)Activity Summary for the Reporting Period: INSERT MONTH YEAR ActionsStatusUpdateOperational Plan Strategy DescriptionOn Target915
Operational Plan: HUMAN RESOURCESThematic PlanPeople and CultureOrganisationalUnit Plan StrategyNo.5.1 A performanceculture is embeddedacross theUniversity5.2 A developmentframework supportsthe University’sperformance culture5.3 Supervisors andsta
Human Resources Operational Plan The Human Resources (HR) Operational Plan is guided by a number of inter- . management, workforce planning, change management, reporting for . campus culture characterised by free inquiry and academic integrity, commitment to ser
