Human Resources Management HRM) systems are critical if Universities are to attract and retain outstanding staff in future.
A new paper by Fiona Archontoulis, Keith Townsend and Griffith’s Rebecca Loudoun notes that HRM systems must effectively control workload allocation and effective frontline management of staff time was critical to the health and wellbeing of academics – and the attraction of future staff.
The researchers interviewed 20 staff involved in academic management roles in Australian institutions and found a wide range of management approaches on display.
Key takeouts
- Lack of training was an issue. “Many FLMs (Front Line Managers) said they did not have the necessary management skills and training to be effective supervisors.”
- Leaders were thrust into their role on a rotational or voluntary basis and just felt like one of the team, knowing they would return to their academic role before long. “Many FLMs identified as academics rather than as managers despite their management responsibilities.”
- Systems often were not relevant to academic workforce management.
- Frontline managers reported negative impacts on their health and wellbeing, caught between demands of senior management and empathy with their colleagues.
The report provides a range of suggestions to improve the lot of frontline managers, indicating that better systems were key to improved performance and staff retention outcomes.
