Abstract

Background. Contemporary universities functioning in the conditions of intensifying globalisation and competition are looking for effective methods of increasing their competitive advantages. A clearly denned and consistently implemented SHRM strategy plays an important role in this process.

Research aims. The objective of this paper is to identify good practices of European universities in the area of strategic human resources management. The author has tried to acquire answers to two basic questions: On the basis of published documents, is it possible to identify examples of the execution of specific HRM strategies at European universities? What elements should such strategies comprise, so that universities could combine the fulfilment of their fundamental functions with modern management techniques?

Methodology. The analysis is based on the results of the author's study of literature on the subject as well as qualitative research based on a particular case. The research presented in this paper constitutes a part of a wider research programme.

Findings. The conducted research has allowed the identification of a specific HRM strategy in the area of organisational development at Utrecht University. The paper discusses the elements and stages of this strategy. In conclusion, the author emphasises that, in the Polish conditions, such a strategy would require considerable modifications.

Keywords: strategic HRM (SHRM), organisational development (OD), university management.

INTRODUCTION

Effective management of a university in the 21st century is an enormous challenge for managers which results, among other things, from the changes in economic, social, and demographic processes as well as the development of new and innovative sectors of the economy. This challenge obliges university managers to develop and implement strategic activities which will guarantee an institution's organisational development irrespective of changes in its environment. The adoption of an organisational development strategy may ensure great prestige and competitive advantage for a university in the long term. An organisation acquires involvement, attachment, and loyalty of its employees, while the latter are provided with a possibility of safe employment, better working conditions, and development opportunities.