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HR Strategic Plan, Goals and Objectives


Promote and enhance our competitive total rewards package to recruit and retain top talents.


  • Create a total rewards message to educate HR partners, hiring managers, and recruits on the total value of the UBT employment package.
  • Work closely with management to reinforce the need for competitive compensation for individuals UBT wishes to attract and retain.
  • Fine tune benefits package within the UBT’s higher education restructuring framework.
  • Focus on retirement plans and support for current and retired employees.
  • Define a minimum level of employee’s educational benefit across all senior management areas.


Support the talent development of our employees through professional development, career development, and improved performance management.


  • Invest in professional development programs to improve leadership capabilities, job skills, and employee’s productivity.
  • Develop comprehensive career management tools, job enrichment strategies, and mentoring programs to help employees prepare for new opportunities.
  • Provide organizational consulting services to all senior management areas to spur improved organizational and individual performance.


Promote the achievement of work-life balance and wellness in our employee community.


  • Expand the use of flexible work arrangements through greater supervisory and employee awareness about the potential benefits to employees and departments.
  • Inform employees about the importance of education, awareness, self-care, and behavioral change in improving wellness and productivity.
  • Collaborate with individuals and departments, both on and off campus, to deliver a broader range of wellness programs and services for improved physical and mental health.
  • Assess the ongoing need for more child-care options based on analysis of local supply and demand.


Deliver HR services, programs, and communications which are highly valued by our prospective employees, current employees, and retirees.


  • Target employee communications more effectively to meet employee information needs.
  • Leverage technology to streamline HR service processes and improve access to employee information.
  • Define HR’s customer service promise and assess and improve customer satisfaction to a common standard through regular surveys.
  • Develop HR scorecard for central HR and senior management areas as an overall assessment and improvement tool.
  • Plan new office location so that it provides a productive work environment for improved service and program delivery.


Foster a diverse, inclusive community with a positive work environment.


  • Develop a “Building a Better Work Environment” curriculum for supervisors.
  • Conduct regular organizational climate assessments and collaborate with senior managers to improve the campus work climate.
  • Partner with the Office of Diversity and Inclusion, senior managers, and department heads to promote and uphold our principles of community.
  • Educate the campus community on the prevention of harassment and discrimination and productive ways to resolve conflicts.
  • Insure we promote our commitment to diversity and non-discrimination through our actions and in our outreach and employee recruitment efforts.
  • Assess and address reasons why talented people leave the UBT employee community


Compete for top talent with effective recruitment strategies and efficient recruitment processes.


  • Identify more proactive recruiting solutions for staff and AP faculty positions.
  • Build relationships with senior management areas by assigning them staffing specialists and developing recruitment strategies focused on their recruitment priorities
  • Improve employee on boarding experience through a three-month check-up.
  • Design and implement a central hiring procedures portal for managers to use when hiring all job types.
  • Provide search support for AP faculty searches upon request.



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