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 22-dic-2024