Objective
To ensure the efficient allocation and optimal utilization of human resources by aligning faculty and staff requirements with institutional needs, workforce capacity, and strategic priorities, thereby enhancing operational effectiveness and supporting university growth.
Scope
Applies to the planning, assessment, rationalization, and restructuring of human resources, including faculty, administrative staff, and support personnel across UMT.
Process Flow Diagram:
Process Description
Data Collection
- Collect faculty and staff requirements from Schools, Centers, and UMOs.
- Obtain workforce data (existing staff strength, workload) from OHCM.
- Collect student intake projections from the Registrar’s Office.
Annual Review and Analysis
- Assess faculty-student ratios, administrative staffing levels, and support needs.
- Analyze workforce trends, turnover rates, and budget constraints.
- Identify areas needing recruitment, optimization, or restructuring.
Departmental Coordination
- Engage with Schools, UMOs, and Centers to validate HR needs.
- Discuss hiring, redeployment, and restructuring priorities.
- Gather operational feedback and future HR projections.
Resource Assessment and Proposal Development
- Analyze staffing gaps and optimization opportunities.
- Prepare a human resource rationalization proposal based on priorities and budget feasibility.
Draft Organogram
- Develop updated organograms reflecting proposed adjustments.
- Align organograms with institutional growth and operational clarity.
- Ensure clear reporting structures and role definitions.
Approvals
- Submit the rationalization proposal and organogram to Director P&D/DG for review.
- Obtain final approval from the President’s Office.
Implementation and Monitoring
- Initiate approved recruitment, redeployment, or restructuring activities.
- Communicate staffing adjustments to all concerned units.
- Monitor transition processes and address operational challenges during implementation.