Tempus Human Resources Management Follow-up Activities in Almaty on 19-23 May and 25-29 August 2014

Strategy Development and Human Resource Management (HRM) in Public Higher Education Institutions in Kazakhstan

May 19, 2014 to August 29, 2014

Almaty (Kazakhstan)

Christian Wagner, Team Leader; Chris McNairney (NUI Galway Head of the HR); Oyuna Baldakova, CAEP Project Manager; Turar Ryskulov Kazakh Economic University and Karaganda State Medical University staff

Contents

The general objective of the project is to improve the capacity of selected Kazakh HEIs to develop and implement HRM strategies as well as to conduct HR assessment and audits.

It has further six planned outputs:

  • Prepare a short analytical review of the existing situation and assessment of priority needs for HR strategy development in selected Kazakh HEIs with special regard to HR assessment and audit process, methods and tools;
  • Analyse existing and/or adapting a set of criteria for HR assessment and HR audit including staffing needs requirements;
  • Conduct a pilot HR audit and assessment in close cooperation with national experts at the respective selected HEI;
  • Propose a coherent set of process steps to implement the proposed HR assessment and audit processes, methods and tools and how to link them to existing or still to be developed HR strategies;
  • Provide practise orientated training to HR related staff as well as to HEI leading managing staff on best EU practise in these spheres (how to apply and adapt assessment criteria, how to conduct HR assessments , how to link HR assessment with HR strategies, etc.);
  • Prepare a summary report with materials focusing on a set or recommended HR assessment instruments based on best EU experience being of relevance for Kazakh HEIs.

Activities

Stage 1 – Desktop Research (April – May 2014)

The preliminary background research will require a review of the documents/information and the existing HR infrastructure.

Based on this research a questionnaire will be developed to allow structured interviews with the key stakeholders in the university. These stakeholders will include senior leaders/ managers in the university, those with direct responsibility for HR matters in the university and a cross section of the staff covered by the project.

Stage 2 – Fact Finding Mission (19-23 May 2014)

This stage will take place in the university in Almaty and involve structured interviews with key stakeholders and direct observation of HR practices in action.

The key outputs of this phase will be:

  1. Report setting out the analysis of the existing situation, and
  2. an agreed plan to address the deficits that have been identified.

Stage 3

Part A – Response to the Report from KazEU

The university will formally acknowledge and endorse the report as the basis for Stages Two and Three. In addition the university will provide the following documentation:

  1. Summary job descriptions for the positions of Vice Rector and Heads of Department;
  2. An organisation chart (organogram) for the university;
  3. Breakdown of the numbers of staff in each department.

Part B – The preparation of an HR strategy and procedural documents

1) Framework HR strategy for the university built on the twin pillars of staff development and performance improvement;
2) Framework policy and procedure for the introduction of performance management system for the academic staff of the university;
3) Framework policy for the successful induction and integration of newly appointed staff;
4) Framework document on succession planning / personal reserve for staff in the university.

Part C- Socialization of strategy/procedures

The Working party will arrange for translations and dissemination of the documents to managers across the university and consultation as appropriate.

Stage 4

Part D – Implementation visit to Almaty (25-29 August 2014)

The application of the strategy and procedures will require a significant degree of planning supported by training workshops spread over five days:

  1. Days One and Two, in conjunction with the working group the documents will be refined to ensure “current fit” and a workshop will be designed to be delivered jointly by the European adviser and member(s) of the working party;
  2. Days Three and Four will involve delivery of 4 workshops to vice rectors, heads of departments and other nominated managers;
  3. Day Five will reprise the lessons that emerge from the workshop and agree a detailed implementation plan and back process.

Part E– Summary Report and Conclusion

The European Advisor will provide the stakeholders with a report summarizing the developments and recommendations that arise during the implementation visit.