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Human Resources

So many choices, so many decisions. Campus HR professionals face decisions about how to enhance their technology systems to streamline business processes. Purchase new software or tweak existing HR modules? Help vendors build a compatible interface for a program or design it in-house?

As a successful wood-cut artist, Sheila Pitt taught at the University of Arizona for roughly 20 years when tragedy struck. In February of 2008, the experienced horsewoman became a quadriplegic after breaking her neck in a riding accident.

But her physical condition didn't stop her from doing what she loved best: teaching and creating art. The university provided her with two assistants - one to help her demonstrate art techniques in the classroom and another to work in her home studio so she could continue researching art techniques, producing art, and exhibiting her work.

Several years ago, there were two secretaries at Jacksonville State University (Ala.) who worked in different departments. Neither got along with their boss. Their supervisors wanted to fire them but couldn't—as nothing was wrong with their job performance. The problem was simple: They just didn't like each other.

Most higher ed institutions offer a wide variety of employee programs and benefits: health fairs, faculty and staff recognitions, tuition waivers, and more.

But are the programs at your institution reflective of current employee needs? And how can human resources professionals maximize the impact of these programs? Are there routine diagnostics to perform? Or does HR simply make a tweak here, a twist there, keeping the program objectives intact?

FOR MORE THAN A DECADE, Beryl Satter, a history professor at Rutgers University, Newark, has been organizing gay, lesbian, bisexual, and transgender faculty and staff so students would have an advocate group when needed. They had no one on campus to turn to when homophobic incidents occurred.

WHEN WAS THE LAST TIME your human resources department explored new technology or brainstormed creative ways to maximize existing software? Many months ago? Last year? Maybe longer?

IT’S NOT UNUSUAL FOR HUMAN resource departments in higher ed to hire consultants instead of full-time employees to design a program, solve a problem, or reach a specific goal. Consultants typically are cheaper in the long run, possess unique skills, and can introduce HR to creative business strategies used by other educational institutions across the country.


MANY PEOPLE HAVE stopped watching the evening news. Why bother? More corporate greed. More stocks plummeting. More people losing their jobs, homes, or life savings. There’s the occasional “nearing the end of the recession” headline thrown in, but budget struggles have caused a number of layoffs on campuses.


TIGHTER BUDGETS. CUTS TO PROGRAMS. LAYOFFS. Frozen salaries. The list goes on and on as to how colleges and universities are being affected by the country’s recession.