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    HRBP Guidelines

    Uploaded by

    Xenis Yiangou
    SCONUL seeks to promote best practices in human resource management to improve service delivery. It supports members in identifying trends like personalization, collaboration, space, management, and skills. Organizational success depends on employee performance, so libraries must work with human resources to understand policies and adapt interventions to fit their culture. Best practices demonstrate links between business planning and human resources and focus on areas like business strategy, learning and development, performance measurement, and continuous improvement. SCONUL members should strive for good practice in recruitment, compensation, performance management, workforce continuity, legal compliance, workplace culture, and implementation.

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    HRBP Guidelines

    Uploaded by

    Xenis Yiangou
    90 views3 pages
    SCONUL seeks to promote best practices in human resource management to improve service delivery. It supports members in identifying trends like personalization, collaboration, space, management, and skills. Organizational success depends on employee performance, so libraries must work with human resources to understand policies and adapt interventions to fit their culture. Best practices demonstrate links between business planning and human resources and focus on areas like business strategy, learning and development, performance measurement, and continuous improvement. SCONUL members should strive for good practice in recruitment, compensation, performance management, workforce continuity, legal compliance, workplace culture, and implementation.

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    Hrbp Guidelines

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    SCONUL seeks to promote best practices in human resource management to improve service delivery. It supports members in identifying trends like personalization, collaboration, space, management, and skills. Organizational success depends on employee performance, so libraries must work with human resources to understand policies and adapt interventions to fit their culture. Best practices demonstrate links between business planning and human resources and focus on areas like business strategy, learning and development, performance measurement, and continuous improvement. SCONUL members should strive for good practice in recruitment, compensation, performance management, workforce continuity, legal compliance, workplace culture, and implementation.

    Copyright:

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    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    90 views3 pages

    HRBP Guidelines

    Uploaded by

    Xenis Yiangou
    SCONUL seeks to promote best practices in human resource management to improve service delivery. It supports members in identifying trends like personalization, collaboration, space, management, and skills. Organizational success depends on employee performance, so libraries must work with human resources to understand policies and adapt interventions to fit their culture. Best practices demonstrate links between business planning and human resources and focus on areas like business strategy, learning and development, performance measurement, and continuous improvement. SCONUL members should strive for good practice in recruitment, compensation, performance management, workforce continuity, legal compliance, workplace culture, and implementation.

    Copyright:

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    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
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    Human Resources Best Practice Guidelines

    SCONUL seeks to promote the development, implementation and sharing of good


    practice to improve service delivery to users. It supports members in planning for future
    service needs by identifying trends and issues for information services such as
    personalisation, collaboration, space, management and skills.

    Any organisation’s success will depend largely on whether its employees perform well. It
    is recognised that library and information services exist, in the main, as part of a larger
    organisation that will have its own human resource management policies and practices.
    SCONUL members have responsibility to work with human resource practitioners to
    understand and shape policies and practices, and adapt specific human resource
    management interventions to suit the organisational culture and readiness of their library
    and information service.

    According to the ‘Investors in People’ Standard (http://www.investorsinpeople.co.uk),


    which is used by some libraries in the UK, people need the right knowledge, skills and
    motivation to work efficiently. There are other quality frameworks that also stress the
    importance of good people management.

    Best practice in human resources management would demonstrate links to the total
    business planning and review cycle, and not just focus on human resource issues.

    There are many ways to describe the culture, policies and processes that need to be in
    place and actively implemented to achieve best practice in human resource
    management. For example, the ‘Investors in People’ Standard lists ten areas:

    Strategies to improve the performance of the organisation

    1. Business Strategy
    2. Learning and development strategy
    3. People management strategy
    4. Leadership and management strategy

    Action to improve the performance of an organisation

    5. Management effectiveness
    6. Recognition and reward
    7. Involvement and empowerment
    8. Learning and development

    Evaluation of the impact on the performance of the organisation

    9. Performance measurement
    10. Continuous improvement

    Others have described areas for attention that are more specific to human resource
    management, without explicitly linking the overarching business strategies to the human
    resource management dimension. In these cases, the following broad headings, with
    examples of areas for attention, could apply:
    Recruitment practices that result in the selection of excellent staff

    • Accurate advertisements, job/role descriptions and person specifications and context


    information
    • Appropriate selection tools and mechanisms
    • Timely hiring
    • Well planned induction

    Viable and attractive benefits and compensation packages

    • Equitability of treatment/Relativities between individuals and work groups


    • Appropriate for the market

    Employee performance management

    • Individual staff objectives linked to business plans


    • Regular feedback as well as formal appraisal
    • Up-to-date job descriptions/roles
    • Staff development and training that meets workplace requirements and individual
    needs; based on competencies required and developmental needs
    • Skills audit/inventory

    Workforce continuity and Succession planning

    • Monitoring of absence and resignation data


    • Monitoring age profiles
    • Appropriate maternity and paternity leave provisions
    • Identification of single person/critical dependencies
    • Knowledge sharing systems
    o Mentoring
    o Shadowing
    o Job rotation
    o Job exchanges
    o Documentation/expert systems
    • Exit interviews and management of knowledge handover

    Conformance with legal obligations

    • Discrimination
    • Diversity
    • Privacy
    • Health and Safety
    • Freedom of Information
    • Equal Opportunity
    Positive workplace culture

    • Value defined and driven


    • Change orientated, flexible culture
    • Effective communication
    • Plans, policies, guidelines available to all staff
    • Positive encouragement/support for Innovation and continuous quality improvement
    • Recognition and reward systems
    • Engagement with work groups and union representatives
    • Management of major change procedures
    • Monitoring staff satisfaction

    Implementation

    SCONUL members should strive to demonstrate good practice in all these areas of
    human resources management. Members may be able to seek general advice (brokered
    confidentially by the Secretary) from other SCONUL members who have experience and
    expertise in human resources management,

    Drafted by SCONUL HR T&FG


    March 2006
    Version 5

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