About HR

This page is dedicated to helping you learn more about our sections, services, and key HR processes.

Home Non Academic Departments Human Resources About HR

Executive Director's Message

Hello and welcome! I am thrilled to introduce you to the Human Resources Department at the Papua New Guinea University of Technology. Our commitment to being an employer of choice reflects our dedication to our employees and the wider community.

Here, you will find resources tailored to meet your needs, whether you’re seeking information about our policies, professional development opportunities, or insights on fostering a thriving workplace. Our team is passionate about supporting each of you as we work together to create a positive impact through our roles at the university. Thank you for joining us on this journey toward excellence and societal contribution. At the Papua New Guinea University of Technology, the Human Resources Department is dedicated to being an employer of choice, prioritizing the well-being and professional growth of our employees. We are committed to fostering a vibrant and inclusive workplace that values diversity, innovation, and collaboration.

Mrs. Annette Waide - (Executive Director Human Resources)

Our Vision

Comprehensive Employee Development Programs

Establish a robust framework for continuous learning and professional growth, including leadership development, mentorship, and specialized training programs.

Data-Driven Decision Making

Leverage advanced HR analytics and data insights to inform strategic decisions, improve workforce planning, and measure the effectiveness of HR initiatives.

Diversity and Inclusion Initiatives

Create a more diverse and inclusive workplace by implementing programs that promote equality, awareness, and accessibility for underrepresented groups.

Enhanced Employee Engagement and Satisfaction

Develop initiatives to foster a culture of engagement, recognition, and satisfaction, leading to higher retention rates and overall workforce morale

Streamlined HR Processes

Integrate advanced HR technology and automation to streamline administrative processes, improve efficiency, and reduce manual workload for HR staff.

Stronger Alignment with University Goals

Collaborate with university leadership to ensure HR strategies are aligned with the institution's mission, vision, and strategic objectives.

Robust Performance Management System

Implement a holistic performance management framework that emphasizes continuous feedback, goal alignment, and employee development.

Health and Well-Being Focus

Develop comprehensive health and wellness programs that support the physical and mental well-being of employees, contributing to a positive work environment.

Strategic Workforce Planning

Anticipate future talent needs and create proactive strategies for talent management that support the university’s growth and evolving academic demands.

Strengthened Community Partnerships

Engage with higher education associations and universities to create exchange programs (secondment) and collaborative opportunities that benefit employees for personal and professional development.

Impactful Employer Branding

Enhance the university's reputation as an employer of choice, developing a strong employer branding strategy that showcases the organizational culture, values, and benefits of working at the university.

Our Mission

The HR department’s purpose as a strategic business partner to the Papua New Guinea University of Technology lies in aligning its human resource strategies with the university’s overarching goals and objectives, ultimately contributing to the institution’s mission of academic excellence, research innovation, and community engagement. Here’s a breakdown of this purpose within the context of being a strategic business partner:

Alignment with University Goals

1. Support University Mission: The HR department ensures that its initiatives and policies support the university's mission of educating students, conducting research, and serving the community. This alignment fosters a cohesive approach to achieving shared objectives.

2. Strategic Workforce Planning: By analyzing the university’s needs in relation to staffing, the HR department can create plans to recruit, retain, and develop the talent necessary to fulfill the academic and operational goals of the institution.

Talent Management

1. Attracting and Retaining Talent: The HR department plays a crucial role in attracting qualified academicians and support staff who are aligned with the university’s vision. This includes developing strong employer branding and recruitment strategies that highlight the university's values and culture.

2. Employee Development: By prioritizing professional growth through training, mentorship, succession planning and performance management, HR ensures that employees enhance their skills, which directly impacts the university's quality of education and service delivery.

Cultural Development

1. Promoting a Positive Workplace Culture: As a strategic partner, HR is responsible for cultivating a workplace environment that encourages collaboration, innovation, and engagement, which is essential for job satisfaction and productivity among faculty and staff.

2. Enhancing Employee Engagement: Through regular feedback, surveys, and team initiatives, HR ensures that employees feel valued and motivated, which contributes to lower turnover and a more committed workforce.

Data-Driven Decision Making

1. Utilizing HR Analytics: By leveraging data, the HR department can provide insights that help university leadership make informed decisions regarding workforce issues, thereby aligning HR practices with strategic goals and improving overall organizational performance.

Change Management and Adaptability

1. Facilitating Organizational Change: HR acts as a facilitator during times of change, whether driven by institutional priorities or external pressures. This includes supporting change management initiatives that promote adaptability and resilience within the workforce.

2. Proactive Approach: The department anticipates future workforce needs (e.g., shifts in enrollment, program demand) and prepares strategies to address these challenges, ensuring the university remains dynamic and responsive.

Compliance and Risk Management

1. Ensuring Compliance: HR is essential in maintaining compliance with legal regulations and employment standards, protecting both employees and the university from potential legal issues.

2. Mitigating Risks: By establishing comprehensive policies on employee conduct, workplace safety, and ethical behavior, HR helps to create a secure and orderly work environment that fosters productivity.

Community and Industry Engagement

1. Building Partnerships: HR can foster connections between the university and external stakeholders, including local communities, industries, and professional organizations. These partnerships can lead to opportunities for students, collaborative research projects, and enhanced community service.

Our Values

1. High Ethical Standards: In our conduct, we will maintain the highest ethical standards in all interactions, giving us the ability to realize the greater good in our actions and programs with: Honesty, Integrity, Accountability, Respect, Wisdom and Responsibility.

2. Professionalism: We committed to demonstrating the highest standard of competence and skills, engaging in work with respect, openness, and trust in pursuit of a common purpose, having regard for individuals, ideals and the institution as a whole.

3. Diversity and Inclusivity: We appreciate that each individual is unique and different.

4. Innovation and Initiative: We value the exploration of opportunities and embrace innovations that improve our communities and ourselves.

5. Pride and Passion: We are proud and passionate about what we do and who we are; our brand and heritage.

Our Services

Our HR department is dedicated to building a positive, engaging, and productive work environment that not only supports our employees but also contributes to the overall mission of the university to generate world-class graduates who are beacons of positive change to national and global communities.

1. Talent Acquisition and Onboarding: We strive to attract and retain highly qualified academicians and support professionals through a streamlined selection process and comprehensive onboarding programs that support new employees in transitioning smoothly into their roles.

2. Professional Development: We believe in investing in our staff's continuous learning and growth. Our department offers training workshops, mentorship programs, and professional development opportunities that empower employees to reach their full potential.

3. Employee Engagement: We regularly conduct surveys and feedback sessions to understand employee needs and enhance engagement. We promote a culture of open communication and recognition, ensuring that every voice is heard and valued.

4. Work-Life Balance: Our HR policies are designed to promote a healthy work-life balance, offering flexible work arrangements and wellness programs aimed at supporting the physical and mental well-being of our employees.

Operations

Our definition of "Operations"

HR Operations encompasses a wide range of critical functions that are essential for the smooth and efficient operation of the university’s human resources department. These functions include HR policy development, employee relations, compliance and risk management, HR information systems (HRIS), HR analytics and reporting, workforce planning, payroll administration, as well as health and wellness programs.

One of the key aspects of HR Operations is HR policy development. This involves establishing, revising, and communicating HR policies and procedures to ensure compliance with employment laws and regulations while also aligning with the overall goals of the university. Additionally, employee relations are another crucial function under HR Operations which involves addressing employee concerns, managing conflict resolution, and fostering a positive work environment. Compliance and risk management are also vital components to ensure adherence to labour laws and regulations while mitigating potential risks related to employment issues. Other important aspects include implementing and maintaining efficient HR technology systems (HRIS) for data management and reporting purposes as well as analyzing workforce needs for future hiring based on university’s goals.

In addition to these functions, payroll administration is an integral part of ensuring timely processing of salary payments while managing employee payroll details accurately. Health and wellness programs are also developed within this operational sector in order to promote employee wellbeing along with maintaining a healthy work-life balance within the university. Overall, these various elements contribute towards achieving operational excellence within the university’s human resources department through effective planning, implementation, and execution of various strategies aimed at ensuring personnel satisfaction, compliance with legal requirements, and strategic alignment with university objectives.

Personnel

Meet our dedicated staff personnel, a team of professionals committed to excellence and service. Our staff brings a wealth of experience, knowledge, and passion to their roles, ensuring that every aspect of our organization runs smoothly and efficiently.

Employee Relations, OHSE & GEDSI

Employee Relations focuses on fostering a positive work environment and maintaining healthy employer-employee relationships.

Talent Management

Our definition of "Talent Management"

Talent management encompasses a wide range of HR functions designed to attract, develop, and retain top talent within the university. Recruitment and selection are crucial components, involving the process of attracting, interviewing, and selecting candidates for job openings. Once selected, onboarding facilitates new employee integration into the university through orientation programs. Training and development play a key role in providing ongoing professional development opportunities, training programs, and career planning to support employee growth.

Performance management focuses on implementing performance appraisal systems, providing feedback, and managing employee evaluations to promote growth. Succession planning is essential for identifying and developing internal talent for key positions to ensure continuity and leadership development within the organization. Employee engagement initiatives such as surveys are conducted to assess and improve employee satisfaction and involvement. Additionally, compensation and benefits play a critical role in talent management by designing competitive salary structures, bonuses, and benefits packages to attract and retain talent. Finally, talent retention strategies are implemented to promote employee retention and career advancement within the university.

Overall, talent management involves various HR functions that work together seamlessly from recruitment to ensuring employee satisfaction and retention. These functions are crucial for building a talented workforce that can drive the success of the university in the long run.