Hr Department Strategic Plan


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UNIVERSITY OF CALIFORNIA Human Resources HR Strategic Plan 2015-2019 Vision Strategy Tactics Transaction Reaction Something happens we have to fix External influence drives action Crisis management Timing: NOW Set of steps triggered by an occurrence Dominated by rules and standards Typically one right answer Timing: Completed in 2-3 days Target set Road map to achieve it in place at start Road map may contain contingencies that don’t require consultation Multiple targets or initiatives Involves a series of aligned tactics Incorporates the movements of multiple units/functions Usually incorporates one unit Timing: One month to 2 quarters Timing: One year or more “The headline” The ideal Future State Incorporates operating environments, philosophy and way of doing business Takes into account external perception of an entity Timing: Is probably never fully realized in all aspects “Regenerating Improvement” Benefits Programs Strategies Strategic Themes: Align programs to meet the various markets reflecting the changing workforce at the University Mission: Manage and create a health benefits strategy and programs that enhance the well-being of our employees/retirees and their families STRATEGIES SO THAT… • • • • • Control costs and create value for employees through plan design Focus on giving employees choices and alternatives Recognize critical nature of UC medical enterprise with regards to pricing Provide a consistent level of service for all employees ( Health Care Facilitator function) • • FUTURE IMPLICATIONS We establish programs that are • market competitive and • sustainable We more effectively partner in shared outcomes with UC medical • enterprise We communicate clearly on choice, value and accountability January 2015 Stabilization of cost curve Emphasize employee responsibility in a less paternalistic culture UC Medical Enterprise becomes a core health provider and assumes a role in stabilizing the cost curve Compensation Programs Strategy

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