STRATEGIC HR PLANNING

THE BLUEPRINT Must be linked to School Strategic Plan Vision for the future Mission that defines what you are doing Values that shape and underpin your actions Strategies that determine your key success approaches Goals and action plans to guide daily, weekly, monthly, annual actions Measures of success

ANALYSIS SWOT PEST Strengths Weaknesses Opportunities Threats Political Economic Social Technology

VISION Consult and communicate with other stakeholders to complement the overall vision Ensure your vision aligns with the School business Examples: People first Global employer of choice Model of best practice Simply the Best Outline broadly how your vision will be achieved

MISSION STATEMENT Ensure it relates to and complements the School mission statement Include some of the key words e.g. excellence Example: To have the right people in the right place at the right time doing right things right to deliver excellence

VALUES Complement School values Add values that will underpin your vision and mission statement Examples: Integrity – maintain confidentiality and professionalism Innovation – promote and embrace change

STRATEGIES School To be NZ’s secondary school of choice for students and staff (King’s College 2013) HR Strategy To demonstrate excellence in HRM that positions x School as an employer of choice nationally and internationally Objectives Employment flexibility Creating an equitable and diverse work force Creating a safe and supportive workplace culture

OBJECTIVE IMPLEMENTATION STRATEGIES RESP. DATE PERFORMANCE INDICATORS   1.0 To demonstrate excellence in HRM that positions x School as an employer of choice nationally and internationally 1.1 To expand links for sourcing candidates Develop Social Media sites to increase candidate data base Create relationships with external recruitment agencies especially internationally HR, IT HR T3, 2014 Ongoing Sites developed and utilised Connections established and utilised 1.2 To create an identifiable safe and supportive workplace culture Maintain ACC secondary level audit processes Introduce wellness checks Resource and promote accountability for an inclusive ‘one-staff’ culture HR and OSH Committee HR and Med Centre T4, 2014 T1, 2014 Successful attainment of Secondary level ACC status Staff participating in Health Checks  Fewer grievances 1.3 To work towards staff representation that reflects the community of NZ Analyse staff profiles by age, gender, ethnicity, tenure etc on an annual basis Actively pursue the recruitment of highly skilled, diverse ‘entrepreneurial’ teachers and support staff Statistical analysis available for future planning Reduced age profile and greater diversity among staff

REVIEW Keep the plan alive and updated Put it into a share file that can be reviewed by other members of the Senior Leadership Team. Allow comments Be transparent – give staff viewing access Consult with staff for new ideas and improvements PDCA – Plan, Do, Check, Act