HR Development Concept at Zittau/Görlitz University of Applied Sciences

Zittau/Görlitz University of Applied Sciences recently announced its intention to develop a comprehensive concept for HR development, to be completed by the end of June 2019. The process of developing such a concept includes identifying key areas and fleshing them out with corresponding action. To achieve this, the rectorate has set up a committee whose work will be externally accompanied by CHE Consult’s Julia Klingemann.

Saxony’s university development plan, “Hochschulentwicklungsplan 2025”, envisions an overarching goal in which the state’s higher education institutions set up comprehensive HR development plans. This should include flexible, internationally compatible structures for the wide variety of employees’ career goals and career stages. Future development opportunities, both within and outside of the university, should be presented early on. This also means creating the proper conditions to retain qualified personnel in the long term.

During the first step, CHE Consult accompanied a kick-off workshop, and helped the university of applied sciences to determine its comprehensive goals. Participants included the university’s deans, directors of central units and heads of administrative departments. “It’s important for the project as a whole to ensure that the management and those responsible for making decisions are actively involved in these initial processes, because they are the ones who will implement the project later, and fill it with life,” explained Project Manager Julia Klingemann.

One of the aims of the workshop was to provide participants with the opportunity to share their input and recommendations with the HR Development Committee: In your view, what will get in the way of developing and implementing the HR Development Concept, and what will be conducive to its development? What roles should the management take on when talking about HR development at Zittau/Görlitz University of Applied Sciences? Reflecting on the status of current HR development allowed for the identification of the strong points – and weak points – of previous HR development tools and aids.

This was followed by the creation of a timetable that would include reflecting on the current status of the HR Development Concept with university self-government bodies, staff representatives and equal opportunities officers. Tasks and work packages were defined. Another workshop will take place with the management in autumn 2018, enabling them to discuss the current draft of the HR Development Concept. The final concept should be approved by the rectorate in February 2019 following consultations in the Senate.


Lars Hüning+49 30 2332267-56Write e-mail