Organisation of the track

Ole Bjørn Hansen, NERI, has been appointed head of track.
In mid April 2008, Rambøll Management delivered a report with recommendations for the future HR function at the university. An analysis and start-up process will take place over the summer months, the main elements of which consist of defining a clear aim and demarcation for the track. It is important, for example, to demarcate the interfaces with both the finance track and the IT track.
The track will be described on the basis of the conclusions of the report and with a view to the government’s plans for administrative service centres. The work in the track will focus on quality, digitisation and modern solutions to HR tasks at the University of Aarhus.
The intention is to initially set up project groups within the track. According to the track description, these will be manned by employees from different parts of the university. The following are three examples of likely groups.

• Salary and personnel systems: The work in this group aims to ensure that the University of Aarhus adapts to the development in the public sector. At the same time, the group will establish a staff administration system at the university that ensures effective coordination of centralised and decentralised tasks and efficiently supports the need of the decentralised areas for handling staff administration tasks. The group will propose solutions for the system(s) that should be used throughout the university.
• Competence development and staff issues: The group will provide suggestions for ways in which the university can implement the strategy for systematic recruitment and competence development of employees and managers, including the structuring of the recruitment process. The project group will also provide suggestions for decisions regarding policies to be handled by a future joint HR function at the university, presumably including gender equality, work environment and organisational development.
• Demarcation between decentralised and centralised functions: The group will provide suggestions for procedures and workflow between centralised and decentralised units that optimise professional staff administration, in which the expert knowledge of staff relations available at the university is applied to the university as a whole.

The following three projects will be launched:

• Digitisation of staff administration
• Organisation of HR competence development
• Standardisation of employment procedures