E-RIHS PP D3.2 Human Resources Policy

The aim of this report is to define a sound policy for human resource acquisition and management for the future E-RIHS ERIC. It aims at giving an overview of every aspects a research infrastructure should consider to create and implement the most adequate human resources policy adapted to its needs and ambitions. The report describes the type of experts E-RIHS would need in its central office to achieve its missions and its objectives. For each key role the scope of responsibilities and the required skills set as well as the level of remuneration is detailed. The organisational structure of E-RIHS has been analysed as well. The structure of an organisation affects namely its ability to respond and adjust to change but it also has an impact on the motivation and commitment of the employees. The report also tackles the different forms of employment used in ERICs and presents the alternative between direct employment and secondment, assessing their advantages and disadvantages. It also identifies and describes in details the main stages of the recruitment process as well as define a recruitment strategy. Hiring is an investment and good recruitment takes time. From anticipating the need to integrating the new employee, there are many steps in the hiring process A research infrastructure should not only be able to attract and recruit good staff but, most importantly, retain its valuable personnel over time. As a consequence, the report reviews the different types of benefits and rewards the organisation can implement to be and stay attractive but also proposes motivation and engagement principles to address the needs and expectations of the employees. Offering a rich and cohesive training program to the employees in order to develop their skills and competencies is extremely important for an organisation. The report shows how it helps the staff to respond and adapt to the different challenges that may occur in a research infrastructure. Finally, the report identifies critical risks likely to have a negative impact on the human resources policy within E-RIHS and provides some thoughts and advices to mitigate those risks.