1. Determine personnel needs

The first step of the HR plan is to determine the personnel needs within the College of Business and Entrepreneurship. Program and course needs are assessed every semester and based on the needs largely determined by students enrolled; it is determined whether or not new personnel are required to serve the strategic goals.

During the Summer of 2020, it was determined the College of Business and Entrepreneurship will build an adjunct pool of qualified and experienced educators to serve the program and course needs.

2. Determine the recruiting strategy

Recruitment is an important task and the College of Business and Entrepreneurship relies on the University Human Resources Office to post openings for positions that were determined in the first step. The job postings are posted on the University Human Resources page and all interested applicants are then connected with the College of Business and Entrepreneurship Dean. The applicants are expected to complete the application form and submit their curriculum vitae and transcripts for the Dean, Director, and/or Chairs to review. The job posting is kept open until the position is filled.

3. Select employee(s)

Once the applicants submit their application, curriculum vitae, and transcripts; it is u the College of Business and Entrepreneurship leadership team to select the applicants from the pool of applicants. It is the practice within the College of Business and Entrepreneurship to form a committee within the college to go through and evaluate the curriculum vitae and make recommendations on the best applicants based on categories such as education, teaching experience, professional experience, and transcripts. The final list of applicants is then interviewed in a group panel interview. The interviewing committee then forwards their recommendations to the Dean for the final selection.

4. Determine compensation

The compensation is determined by the budget and the negotiations between the applicant, Dean, and the Academic Affairs Office (Office of the Provost). Approval is needed from the University President and the Chief Financial Officer before the offer is extended to the selected applicant.

5. Develop training

Once the offer is accepted the employee is on board and steps are taken to ensure that the employee is trained and acclimated to the College and University environment and culture. The BJ Moore Center for Faculty Innovation is in-charge of training and certifying the faculty members in the use of the University Learning Management System (Currently Canvas). Within the College of Business and Entrepreneurship, the new faculty are assigned a mentor (a senior faculty member). The mentor helps the new faculty get an understanding of the processes that the College and University have in place. The new faculty are also given a tour of the campus along with an introduction to key members at various University departments. This has proven helpful in the onboarding process for new employees. The onboarding process considers the introduction of the new employee to the company culture, the skills needed for the job, as well as human relations skills.

6. Appraising performance

Finally, the new employees are introduced to the performance appraisal process and the expectations of the job. Performance evaluations are discussed and the employees and the chair or director agree on the set of goals that the employee must meet at the end of the academic year. These goals are provided to the Office of the Dean. At the end of the academic year, the final performance evaluation is done based on these goals that were agreed on at the time of hire or the start of the academic year. The performance evaluation form has three signatures that ensure fairness and clarity of the process. The forms are required to be signed by the Dean, the chair or director, and the faculty.