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Building digital capabilities of staff
a Jisc digital capabilities framework lens for Human Resources Teams
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Purpose/Aim This set of slides has been produced for Jisc by Lou McGill with input from Abi Mawhirt Head of People and Organisational Development, Dundee and Angus College They are intended to be used by HR teams in colleges and universities. There are two sets of slides: Building digital capabilities of staff: involving Human resources teams in organisational approaches Building digital capabilities of staff: a Jisc digital capabilities framework lens for Human Resources Teams This set offers a view of HR activities through the Jisc digital capabilities framework. Each area of HR activities is mapped to the 6 key elements of the Digital capabilities framework and highlights where HR teams can impact on digital capabilities of staff (and to a lesser extent students). We have also highlighted those activities that relate to digital capabilities of staff in HR teams. We hope that HR teams would use the content to consider their activities, identify and build on strengths, as well as identify any gaps or areas where they could enhance their support of staff digital capabilities. These slides are a pilot version and we intend to update or revise them following feedback from HR teams in colleges and universities.
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Digital capability framework
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HR activities Input to organisational strategy, policy, operations and change management ICT proficiency Information, media and data literacy Digital creation, innovation & scholarship Recruitment and selection Job descriptions and person specifications Applications and interviews Onboarding Systems and procedures Organisation-wide training Departmental training ICT proficiency Information, media and data literacy Digital learning and self development Digital creation, innovation & scholarship ICT proficiency Appraisal/performance review Systems and procedures Appraiser activities Identifying strengths and weaknesses Absence and capability monitoring and support Learning and development CPD/training Identifying training needs by staff/manager In-house/External training and/or education Digital learning and self development Relationship management Internal and external relationships Effective communication channels Conflict resolution/disciplinary procedures Digital communication, collaboration & participation Health and wellbeing Physical health Mental health/Digital identity Specific health aspects e.g.digital identity, financial health, cyber security Digital identity and wellbeing
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ICT proficiency and productivity
Recruitment and selection Common levels of ICT proficiency on job descriptions and person specifications Mechanisms to identify/confirm capability levels during selection process Calculate working hours and holiday entitlements Review staffing profiles 01 02 03 04 Learning and development One-off training on internal ICT systems or productivity mechanisms External courses or training / Certified courses or training Maintain records of training Helping staff support learner ICT proficiency and productivity Onboarding Identifying gaps in ICT proficiency during induction Identify any special technology requirements or support needs Provision of guidance and support on systems, processes and procedures Identify ICT training needs Appraisal/performance review Appraisal process management and recording Mechanisms for self reflection and recording training needs and accomplishments Identify emerging ICT proficiencies not in job description or person specification Identify ways to improve digital productivity Disciplinary and grievance procedures records management Managing absence data and triggers Items in red have implications for ICT proficiencies of HR staff
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Information, media and data literacy
01 02 03 04 Learning and development One-off training on systems and processes in each area as appropriate External courses or training / Certified courses or training Maintain records of training Helping staff support learner information, media or data literacies Recruitment and selection Common levels of information, media and data literacy on job descriptions and person specifications Specialist requirements of some job roles for each of the 3 literacies Mechanisms to identify/confirm capability levels and qualifications during selection process Data analysis and record management Appraisal/performance review Mechanisms for self reflection and recording training needs and accomplishments in each area Identify emerging information, media or data capabilities not in job description or person specification Identify gaps in capabilities that impact on job performance Data analysis and records management Onboarding Identifying gaps in information, media and data literacies during induction Provision of guidance and support on institutional policies and procedures Identify training needs for each of the three areas depending on job roles
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Digital communication, collaboration and participation
05 01 02 03 04 Recruitment and selection Evidence of effective digital communication and team working capabilities Specialist requirements of some job roles for digital communication and collaboration Mechanisms to identify/confirm capability levels and qualifications during selection process Relationship management Support staff relationship with institution Fostering positive staff relationships with staff and students Conflict resolution around digital communication mechanisms Negotiation activities (including external bodies) Onboarding Identifying gaps in digital communication and collaboration capabilities during induction Provision of guidance and support on institutional requirements Identify support or training needs for each of the three areas depending on job roles Appraisal/performance review Mechanisms for self reflection and recording training needs and accomplishments in each area Identify gaps in capabilities that impact on job performance Data analysis and records management Learning and development In-house training for specific role needs Maintain records of training Helping staff support learner capabilities in all three areas
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Digital learning and development
01 02 03 04 Appraisal/performance review Mechanisms for self reflection and recording training needs and accomplishments to enhance their job role (e.g. Jisc discovery tool) Identify gaps in digital capabilities that impact on job performance Mechanisms to record learning and development activities on institutional systems or professional portfolios Data analysis and records management Digital identity and wellbeing Effectively using institutional and external mechanisms to build and maintain positive digital identities and recording professional achievements Supporting students to develop professional digital identities Maintaining safe and nurturing digital learning environments and spaces Procedures and systems to maintain and protect people engaging in digital learning Learning and development In-house learning and development opportunities External courses and training, including those leading to certification or professional qualifications in digital learning Enhance staff capabilities to support students digital learning and development Relationship management Participating in digital learning activities Supporting student participation in digital learning activities Conflict management during digital learning activities
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Digital creation, innovation and scholarship
01 02 03 04 Learning and development In-house support and courses or training to encourage creative problem solving Certified courses or training to enhance research skills Maintain records of training Helping staff support learner creativity, innovation and problem solving Recruitment and selection Identify importance of creativity, innovation and problem solving on job descriptions and person specifications Identify evidence of digital scholarship during selection process Mechanisms to identify/confirm capability levels during selection process Onboarding Identifying gaps in creativity, innovation and problem solving during induction Identify training or support needs depending on job roles Highlight examples of good practice within the organisation Appraisal/performance review Mechanisms for self reflection and recording training needs and accomplishments in each area Identify gaps in capabilities that impact on job performance
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Digital identity and wellbeing
05 01 02 03 04 Health and wellbeing Offer guidance and support on digital wellbeing and for specific areas of this such as financial wellbeing, e-safety, cyber security, bullying Ensuring that staff and students with disabilities are not disadvantaged by technologies Mechanisms to deal with staff or students experiencing mental health problems due to digital interactions Ergonomic checks to ensure physical health when participating in digital activities Monitoring absence data, triggers and supporting staff Onboarding Emphasise importance of digital wellbeing during induction Highlight institutional mechanisms and own responsibility through guidance and support materials Relationship management Maintaining positive digital communication activities Conflict management and mental health awareness Appraisal/performance review Mechanisms for identifying digital wellbeing of individuals Consider digital identities and identify actions to enhance and maintain them if appropriate for their job role Consider digital wellbeing in relation to absence and capability management and support Learning and development Adding learning and development activities to digital professional portfolios Supporting the development of positive and safe digital activities Supporting students to develop professional digital identities
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