HR Excellence in Research
Update on the HRS4R Process at Hanken
Hanken was awarded the “HR Excellence in Research” logo by the European Commission in spring 2015 when also the implementation of the HRS4R Action Plan begun. The action plan is the result of a GAP analysis that was carried out based on the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (the Charter & Code).
Hanken has since the publication of the action plan made great changes regarding the professional aspects and recruitment of our academic staff. The most significant changes are our new long-term strategy Hanken 2025 and the new Instruction for Personnel, effective from 1 August 2017. Great effort was put into the preparation of both the strategy and the new instruction, and the implementation process started immediately at the beginning of the academic year of 2017-2018.
A self-assessment of the progress made was carried out in the view of our new strategy during the autumn semester 2017 and an updated HRS4R Action Plan was submitted to the European Commission for assessment in November 2017. The response received in March 2018 stated that Hanken is ‘progressing with appropriate and quality actions’. Hanken also received recommendations on ‘corrective actions’ that could benefit the university.
- The revised HRS4R Action plan
The next step in the HRS4R process requires an internal review of the HR strategy in three years' time (spring 2021). This internal review will be assessed by the Commission’s external international experts and possibly followed by a site visit.
For more information about the HRS4R Process and the Action Plan, please contact email@example.com.
The HR Strategy for Researchers (HRS4R)
The Human Resources Strategy for Researchers (HRS4R) is a tool to support institutions in the implementation of the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers in their human resource policies and practices. These two documents, addressed to researchers and employers, provide the key elements in creating an open and transparent labour market. The institutions implementing the Charter and Code will become more attractive to researchers looking for a new employer or for a host for their research project.While the European Charter for Researchers addresses the roles, responsibilities and entitlements of researchers and their employers and funding organisations, the Code of Conduct for the Recruitment of Researchers aims to improve recruitment and make selection procedures fairer and more transparent.
The European Commission recognizes with the 'HR Excellence in Research Award' the institutions which make progress in aligning their human resources policies to the principles of the Charter & Code, based on a customized action plan/HR strategy. The logo "HR Excellence in Research" identifies institutions and organisations as providers and supporters of a stimulating and favourable working environment.
Since the adoption of the Commission Recommendation on the Charter & Code in 2005, over 1200 institutions from 35 countries have expressed their explicit support for the Charter & Code and almost 500 have obtained the Commission's "HR Excellence in Research" badge.
The Five Steps of the HRS4R at Hanken
|2012||In September 2012, the Declaration of Commitment to the Principles of the European Commission´s Recommendation The European Charter for Researchers and The Code of Conduct for the Recruitment of Researcher was issued by HANKEN. In the letter, signed by Rector Eva Liljeblom, it is stated that HANKEN's strategy and objectives are fully in line with those of the European Commission's policy aiming at making the researcher´s career more attractive and at enhancing the quality of research.|
|HANKEN was accepted and joined the 4th cohort in October 2012.The next phase of the HRS4R process began with a Kick-off meeting of the 4th cohort of the "Institutional HR Strategy Group" in Brussels, October 2012 and continued in April 2013 with the cohort's 1st Mutual Learning Seminar in Warsaw.|
|2013||The HRS4R Process consists of five steps: The internal gap analysis process (step 1) started in October 2013. A working group was established to carry out the analysis. The working group consist of the HR Director, the Associate Dean for Research and Internationalisation, three representatives of the unions for teaching and researching staff, and the HR Planning Officer (secretary). Based on the results of the gap analysis HANKEN has developed an action plan aiming at enhancing the quality of research and at attracting the best possible candidates by making researchers' careers more attractive. The action plan, including the summary results from the gap analysis, was sent out to institutional stakeholders for comments and feedback: the Management Group, the Consultation Committee and the Heads of Department.|
|2014||The compilation and publication (step 2) of the Action plan was conducted in April-May 2014. After the publication of the Action plan on the university website, all research staff was invited to comment on the action plan and results of the gap analysis.|
|2015||A Learning Café, where the participants discussed the outcome of the gap analysis and the action plan, was organised in March 2015. Based on this feedback, the action plan was finalized and published. The final application for acknowledgement by the Commission (step 3) was made in March 2015.|
|2017||A self-assessment of the progress made was carried out in the view of our new strategy during the autumn semester 2017 and an updated HRS4R Action Plan was submitted to the European Commission for assessment in November 2017 (step 4).|
|2019||In March 2018 Hanken received a response to the self-assessment and updated action plan, including a The response recommendations on ‘corrective actions’ that could benefit the university.|
|2021||An external assessment and renewal of acknowledgement (step 5) will be conducted by the commission in 2021.|