The current stage

1. Gap analysis

Drafting HRS4R is based on analysing how the EC&C principles are currently applied in the CPS setting, and identifying weaknesses (gap analysis). The analysis made use of the following methods: analysing the wording of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (ECH&C); analysing the national legislation relating to the ethical behaviour of research organizations; analysing the standards that drive the ethical conduct of the TBU staff; analysing the standards that drive the ethical conduct of the CPS staff; reviewing the best practices relating to the ethical conduct of staff members and managers of research organizations in selected EU countries; and analysing the opinions of CPS staff members and managers on to what extent each of the EC&C principles are applied in the TBU CPS setting.

Opinions of CPS staff and managers on the degree to which each of the EC&C principles are applied were analysed by means of a questionnaire survey. The survey comprised of a total of 40 principles laid down by EC&C as general rules and requirements detailing the roles, responsibilities and rights of researchers, management, employers and stakeholders. Through each of the questionnaire items the respondents rated the extent to which the principle is applied in the setting of that workplace. The forty EC&C principles are split into four groups as part of the questionnaire: A. Ethical and professional aspects; B. Recruitment; C. Labour conditions and social security; D. Learning and training.

All of the CPS researchers, research group leaders and managers became involved in the survey. To obtain the views of respondents who are able to assess the in-house CPS setting from the outside due to the close cooperation, a group of external CPS partners was included in the participant group. The partners were selected by the management of CPS in a manner that makes sure that the entities include companies based in the Zlín Region and throughout the Czech Republic, 100% Czech companies and firms incorporating foreign capital, businesses of all sizes from small to large, and companies with different rates of existing cooperation.

 GAP analysis (the summary of the individual steps)

  • Study of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
  • Analysis of the national legislation relating to the ethical conduct of research organizations
  • Analysis of the TBU standards relating to the ethical conduct of research organizations
  • Analysis of the UNI (CPS) standards relating to the ethical conduct of research organizations
  • Review of the best practices relating to the ethical conduct of research organizations in EU countries
  • Consultation of the development of the gap analysis with the co-ordinator at CEBIA-Tech (FAI)
  • Preparation of a questionnaire survey and development of a questionnaire
  • Execution of the questionnaire survey
  • Implementation of education activities relating to the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers

Business trip to exchange knowledge in the field of strategic management of research organisations in line with HR Award principles: University of Southampton and Portsmouth University, the UK; Technical University Delft and Leiden University, the Netherlands

2. Action plan

Focus Group (FG) became the method of choice to produce draft measures and develop an action plan to carry out the proposed measures to amend the management of human resources in accordance with EC&C principles.  Three groups were formed of FG participants; they included CPS research staff, research group leaders and managers, as well as external partners.

As part of the opening of the FG meeting, the participants were informed on the results of the gap analysis; subsequently, they were suggesting – through managed discussion – measures to eliminate the weaknesses in applying the EC&C principles in the CPS setting. The discussion aimed at formulating relevant measures for short-term (1 year) and long-term horizons of the implementation.

3. Send the gap analysis and the action plan to the European Commission on 21 November 2018

The gap analysis and the action plan were sent, in the form of the specified templates, to the European Commission for evaluation.

4. HR AWARD received in March 2019

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