LSE HR Strategy Barbara Bush: HR Director LSE June 2009

Developing the HR Strategy Why do it now? How was it developed? Why is it in this format? Consulting and Communicating

What does HR cover? Pay Reward Staff Development Recruitment Employee Relations Academic and Research Staff

Key Themes in the HR Strategy

Example: i 1. To develop high quality in management and leadership, linking people issues clearly to business planning Where we want to be: An organisation that is well-managed and lead at all levels and where optimum performance is encouraged through clear annual targets, monitoring, and development. An organisation where governance structures support a clear line of sight between organisational goals and individual performance, where managers at all levels have the skills and information to identify changing requirements and the agility to respond to them.

Example ii LSE will achieve this through: Top Managers who: Individual staff who: An HR Division that: Top Managers will: Managers will: Individual staff will: The HR Division will: Specifically: revise the School HR Strategy, subsuming the Service Development Plan for HR and SDU together with best practice examples review the structure of HR to deliver closer working relationships with managers across the School and to support them in understanding and delivering effective management

“By working together, we can improve the experience of all staff within the School; convert every applicant and leaver into an ambassador for the School, and continue to transmit not only excellence but enthusiasm for being a part of the LSE to our staff, to our students and to our many friends around the world.” Questions?