RT info:eu-repo/semantics/doctoralThesis T1 Gap analysis: Process. Human Resource Strategy for Researchers (HRS4R) A1 Universidad de Valladolid A2 Universidad de Valladolid K1 Human Resources Strategy for Researchers (HRS4R) K1 Investigación AB On March 6th, 2018, Universidad de Valladolid(UVa) acquired the commitment with the European Commission to adopt the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers("Charter&Code"), documents that constitute the frame of reference at the European Union for an optimal management of research talent, defining in 40 principles the rights and obligations of researchers and the entities that hire them.UVa signs the "Declaration of Commitment"with the strong conviction to improve its human resourcespolicies and become a more attractive university for researchers. Withthis process,the University commits itself to supportthe initiative of the European Commission, whose aim is to promote actions aimed at consolidating and structuring a European research policy that fosters and improves the research career by creating an adequate European Research Area. The UVa follows these EU recommendations willing to implement an appropriate Human Resources Strategy for research ("HRS4R UVa")targeting themain objectives Steering Committee and Working Group On March 24, 2017, the Steering Committee is defined and constituted and the possible members of the HRS4R Working Group are outlined.Once the HRS4R Working Group is up and running, action planning begins. In the initial phase, when the Working Group met on April 18, 2017, the task was the distribution and analysis of the 4 main areasand the 40 principles of the Charter & Code.Parallel to this analysis carried out by the HRS4R Working Group and in order to complete the diagnosis of UVa with the perception of the researchers, a Survey aimed at researchers is elaborated. In accordance with the HRS4R strategy, the representative community of researchers ranging from R1 to R4 is consulted.According to the internal analysis carried out inthe UVa and the results of the survey, the University of Valladolid develops the Action Plan of its Human Resources strategy. The parameters used to prioritize the projects that the UVa must undertake have been carried out according to three criteria. The first was to determine the impact of the actions. Including as a priority those projects that when tackling them significantly impact on various improvement actions.The next criterion used was the capacity of the UVa to manage and implement the improvements. In this sense, priority has been given to those actions that can be easily and quickly implemented by the institution, especially since they do not require many resources and do not depend on external factors.Another prioritisation criterion wasthe analysis of the results of the survey aimed at researchers. The aspects that the UVa researcher considers should be improved in the internal procedures of the UVa have been identified. Once the prioritisation criteria have been established and agreed upon, the improvement projects have been planned and reflected in the Action Plan. Their implementation will require regular monitoring. This monitoring is agreed to be carried out by the members of the HRS4R Working Group. The group will be responsible for ensuring that the improvements proposed in the Action Plan are carried out, monitoring their evolution and taking appropriate corrective action if necessary. YR 2018 FD 2018 LK https://uvadoc.uva.es/handle/10324/46636 UL https://uvadoc.uva.es/handle/10324/46636 LA eng DS UVaDOC RD 28-mar-2024