To streamline and organise essential HR processes to improve overall efficiency and automation, to ensure employee details are easier to manage, improve retention and engagement rates and improve outcomes for our students.
Improved Utilisation of Existing Systems
A key element in improving efficiency lies in the better utilisation of our existing systems.
We are committed to continuously refine our HRIS (ITrent) and enhance our employee’s record-keeping and reporting. Introducing modules such as integrated recruitment and onboarding will streamline the HR services we provide, improving the user experience and delivering significant time and resource savings.
The eventual integration of the HRIS with Arbor will negate the need for manual duplication of information and will improve the accuracy and quality of data, whilst ensuring compliance. The ability to automate reporting will also ensure the timely sharing of information (such as sickness absence trigger reports) with senior leaders and managers.
By consolidating manual processes into existing systems (i.e. probation reporting and special leave request) we will improve data quality, increase accountability, and ensure that records are managed in accordance with pre-determined GDPR and retention periods.
Data Driven Decision Making
We are committed to using facts, metrics, and data to guide our strategic decisions and align them with the goals and objectives of our staffing body and the Trust.
Our aim is for data-driven decision-making to become the norm and to foster a culture of critical thinking and curiosity. With better utilisation of our HRIS system we will work towards using data to improve the HR provisions to schools (such as identifying patterns of absence or adapting our recruitment to reach a desired target audience).
Workforce Planning
Given the current climate of restricted budgets, workforce planning is essential for assessing staffing needs and working with HR to identify the most cost-effective solutions, while ensuring minimal disruption to service delivery.
The creation and accurate management of the establishment list will provide an accurate forecast of staffing needs across the Trust. This will help us ensure that we employ the right people with the necessary skills.
To address the challenges of the current recruitment crisis in the education sector, staffing foresight and succession planning are crucial.
The workforce list will enhance accountability in decision-making and create opportunities for future growth within the budget. Integrating these establishment lists into the HRIS system will further improve staff management and recruitment practices, while supporting the creation of accurate staffing budgets.
