Finding the right candidate for administrative, professional and faculty positions is one of the most important tasks that any institution or enterprise undertakes. However, few higher education ...professionals receive training on the search committee process, but are expected to serve on or lead committees. This book provides advice, training, and a step-by-step guide for conducting a rigorous, thorough search. Following the expert model presented in this book will virtually guarantee successful searches. This guide furthermore provides advanced diversity selection techniques that are not commonly found in many resources inside or outside of higher education, and that have become institutional priorities in the context of demographic changes and globalization that require that higher education serve more diverse populations and compete internationally. This guide covers the complete cycle of hiring, starting with defining the position and forming and briefing the committee, through cultivating a rich and diverse pool of candidates and screening and evaluating candidates, to making the selection, successfully completing the search successfully, and welcoming colleagues to campus. This volume includes over 30 templates that are designed to be copied and used as training handouts or as handy reference and resource materials that provide guidance at various stages of the search process. The over two dozen vignettes included can be used as training case studies or as expert advice that illuminates key concepts that are helpful with improving the quality of the search process. The guide includes:
An expert step-by-step search model.
Dozens of templates, samples, tools, plus a bank of interview questions.
Diversity recruitment and selection protocols and techniques.
Resource guide with advice, case studies, examples, and training materials.
Coverage includes:
How to Build a Successful Search
Recruiting Guide
How to Design a Diverse Selection Process
Minority Re
Awarded a Silver Medal in the category Human Resources and Employee Training from the 2014 Axiom Business Book Awards
Create the inclusive, high performance workforce needed to succeed in an ...increasing multicultural society and global marketplace
Learn how global organizations and leading professional associations develop integrated HR/diversity talent strategies, and the specific challenges they face
Get practical tools to assess integrated HR/diversity strategic planning, and see why organizations are not making more diversity progress
Develop specific performance indicators to track your progress in implementing synergistic HR/diversity approaches
Case studies of SHRM, federal and state government, global corporations, and higher education illustrate systematic, integrated HR/diversity effortsFor HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace.The authors' point of departure is that talent is the primary strategic asset necessary for organizational survival and success in a demographically diversifying and globally interconnected world. Organizations seeking to attain their full potential in this new talent frontier must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. Failure to integrate and coordinate these two functions will erode organizational competitiveness, whether it is in developing new markets, products, programs, or services.As the first book to provide a concrete roadmap to integrated HR and diversity strategy, the authors identify two critical practices: talent management through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse and talented workforce; and talent sustainability through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion. They further believe that there should be a commonality of practice across all types of organizations, and that each sector can learn from the others to accelerate its adaptation to today's rapidly shifting national and global realities.Based on the most current research and on interviews with HR and diversity leaders in major organizations, this book provides the reader with concrete strategies and practical tools for implementing a successful and sustainable talent management program. It also addresses common barriers to the development of synergistic HR and diversity strategy, and how to overcome them.Given the evolutionary nature of the integration of HR and diversity, the authors present nine extensive case studies from all organizational sectors, as well as from the two leading Human Resource professional associations - the Society for Human Resource Management (SHRM) and the College and University Professional Association for Human Resources (CUPA-HR) - to illustrate the dynamic intersection between HR and diversity practices.
Implementing systematic diversity transformation requires embracing all aspects of diversity-gender, sexual orientation, disability, gender identification, and other salient characteristics of ...difference-as well as race and ethnicity.This book lays out a framework for a systematic and sustained diversity process that first recognizes that too many diversity initiatives have generated more statements of intent than actual change, and that audits conducted by outside bodies frequently fail to achieve buy-in or long-term impact, and are costly endeavors. The authors framework identifies nine dimensions that need to be addressed to achieve a comprehensive audit that leads to action, describes the underlying research-based practices, and offers guidance on ensuring that all relevant voices are heard. The process is designed to be implemented by and within the institution, saving the considerable expense of outside consulting and design. In addition, it offers flexibility in the timing and sequence of implementation, and provides the means for each institution to interrogate its unique circumstances, context, and practices. This book provides a concrete process for data gathering, analysis, and evaluation of institution-wide diversity efforts through a progressive, modular approach to diversity transformation. It gives campuses the ability to audit, evaluate, and analyze diversity progress on the nine dimensions and prioritize areas of focus. Its systematic, research-based approach supports continuous improvement and proactively addresses accreditation criteria. The book is designed as a collaborative tool that will enable every constituency on campus-from boards of trustees, presidents, provosts, executive officers, diversity officers, deans, department heads and chairs, administrators, HR officers, faculty senates and staff councils, diversity taskforces, multicultural centers, faculty, and researchers-to identify processes and relationships that need to change and
The Challenges of Minoritized Faculty in Higher Education offers a probing and unvarnished look at the employment challenges of these faculty members in four-year institutions. With dramatic shifts ...in the faculty workforce and nearly three-quarters of instructional positions in United States institutions now off the tenure track, contingent faculty have become the essential, frontline workers of higher education. Remarkably little research attention has focused on the experiences of minoritized contingent faculty in this new academic underclass. Based on in-depth interviews coupled with extensive research, the book highlights the double marginalization that can occur due to secondary employment status in the academic hierarchy, and the exclusion resulting from the intersectionality of nondominant social identities including race and ethnicity, gender, sexual orientation, gender identity, and disability. As the first-person narratives reveal, these faculty often struggle for acceptance, recognition, and rewards in the day-to-day academic environment, and they can face devaluation of their contributions. As a pragmatic and concrete resource, this book offers proactive workforce strategies and key structural and policy recommendations that will assist academic and administrative leaders, including presidents, provosts, department chairs, and chief diversity officers, in building more inclusive working conditions for contingent faculty.
Cultural competence is a stated value of nursing and nursing education. However, some institutional and traditional practices in nursing education can unintentionally impede nurses from achieving ...cultural competence. Both the literature and interviews with nurse educators show that despite educators' intentions to treat all students the same, nontraditional students may feel singled out and may in fact be singled out for closer scrutiny because of their difference from the demographic norms of nursing students. To ensure that the nursing profession reflects the composition of the patient population it serves, nurse educators must first acknowledge the Eurocentric culture of nursing education and, then, work to change the environment in which students are recruited, learn, and take on the role of beginning practicing nurses.
This monograph examines the emergence of strategic human resource (HR) practices in higher education at a time when the budgetary crisis in public higher education has never been more acute. The wave ...of financial pressures on public research universities today heralds the advent of an era of unprecedented change. Financial upheaval resulting from two economic
downturns in the first decade of the twenty-first century has resulted in
the worst downturn since the Great Depression of the 1930s (Green, 2011). Chapters include: (1) Setting the Stage: Funding Realities and Talent Resources; (2) Looking Beyond an Administrative Human Resources Department: HR and Institutional Performance; (3) Strategic HR and Talent Management in Higher Education; (4) Strategic HR and Organization Development: A Holistic Process; (5) Building an Effective and Efficient Strategic HR Operation; and (6) Recommendations and Implications for Practice. Name and subject indexes are included. (Contains 4 tables and 6 figures.)
PDF
