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Tempus SCM project Strategic Management of Staff Development at University Training Seminar 3 March 2005 - Dubrovnik, Croatia Quality Management & Professionalization.

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Presentation on theme: "Tempus SCM project Strategic Management of Staff Development at University Training Seminar 3 March 2005 - Dubrovnik, Croatia Quality Management & Professionalization."— Presentation transcript:

1 Tempus SCM project Strategic Management of Staff Development at University Training Seminar 3 March 2005 - Dubrovnik, Croatia Quality Management & Professionalization Alie van Arragon University of Groningen, the Netherlands

2 Dutch Dimensions 14 universities 180,000 students 60 colleges of higher professional education 260,000 students 16 million inhabitants

3 Changes Secondary education Bachelor and Master Quality evaluation - for teaching = accreditation - for research = funding & Research Master International standards

4 Bachelor - Master structure Master: 60 or 120 EC Bachelor: 180 EC Focus on research Focus on profession (academic level) - academic context - chosen discipline majorminors - free choice - two-in-one as major 120 EC2 x 30 EC Focus on student Academic learning Active learning environment Major - Minor

5 Quality Evaluation All universities Teaching every 6 years: national Research every 6 years: international Since 1988 Based on: self evaluation and visitation Students participate

6 Internal Quality Evaluation Research - facilities - output - role of researcher Teaching - courses, tests & exams - role of lecturer - facilities - output: quality & quantity

7 Researchers / Lecturers Quality Standards Faculty University of Groningen Dutch universities International

8 Researchers / Lecturers Policy some years ago Faculty/Department was autonomous In general: ‘it is not forbidden...’ Different level of awareness Process oriented Bottom up...

9 Researchers / Lecturers Policy now Faculty is responsible Executive Board is accountable General guidelines: top down... Room for differences Result oriented

10 Researchers / Lecturers Career differentiation Professionalization of - HRM itself - management - researchers / lecturers

11 Career Differentiation Research and teaching Research or teaching ‘Outside’ activities Supporting roles Go elsewhere

12 Professionalization HRM: content Recruitment & selection Career development interviews Assessment Training & coaching

13 Professionalization Management: content Competencies Conflict management ‘Breaking bad news’ interview

14 Professionalization Researchers / Lecturers: content Bachelor-Master / Graduate Schools Quality assurance Interdisciplinary focus Project management Presentation techniques Training for specific role / position

15 Specific role / position For example: training for new professors Two days Organization & management skills Position of professor Management of change Own targets Meeting peer group members

16 Professionalization Also in general Didactic techniques / didactics English language Cultural aspects of internationalization IT / Electronic learning environment Individual coaching

17 Professionalization Organization & structure (Personal) development plan: approved by superior Every faculty has its own HRM Faculty of Law: 250 fte, HRM 3 fte Faculty of Medicine: 1150 fte, HRM 8 fte

18 Professionalization Rector’s Office: 30 fte HRM policy & HRM 8 fte Administration 7 fte Career paths 8 fte Legal counsel 7 fte

19 Professionalization Budget: 2 % of personnel costs: M€ 260 = M€ 5.2

20 Not enough Professionalization Consequences for researchers and lecturers: No English courses No Research Master No tenure No promotion

21 University of Groningen English courses = students from abroad (Research) Master = (top) students Quality in teaching & research = funding Future as a research university


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