TEMPLATE 1 – GAP ANALYSIS - PROCESS
Case number: 2019CZ470335
Name Organisation under review: Masaryk University - Faculty of Economics and Administration
Organisation’s contact details: Lipová 507/41a, Brno, Czech Republic, 602 00, Petra Ježová –
petra.jezova@econ.muni.cz
SUBMISSION DATE: 06/12/2019
DATE ENDORSEMENT CHARTER AND CODE: 09/12/2019
PROCESS
The HRS4R process must engage all management departments directly or indirectly responsible for
researchers’ HR-issues. 1
These will typically include the Vice-Rector for Research, the Head of Personnel,
and other administrative staff members. In addition, the HRS4R strategy must consult its stakeholders and
involve a representative community of researchers ranging from R1 to R42
, as well as appoint a Committee
overseeing the process and a Working Group responsible for implementing the process.
Please provide the name, the position and the management line/ department of the persons who are
directly or indirectly engaged in the HRS4R process in your organisation:
Name Position Management line/ Department
Prof. Ing. Antonín Slaný, CSs. Dean of Faculty FEA management
doc. Ing. Martin Kvizda, Ph.D. Vice-Dean for Studies FEA management
Ing. Petr Valouch, Ph.D Vice-Dean for Distance &
Life-long learning
FEA management
doc. Ing. Petr Pirožek, Ph.D. Vice-Dean for science,
research, quality, and
qualifications
FEA management
Ing. Dagmar Špalková, Ph.D Vice-Dean for External
Affairs and Marketing
FEA management
Ing. Petr Smutný, Ph.D. Vice-Dean for International
Relations
FEA management
Ing. Jan Slezák Bursar Secretariat
Mgr. Petra Ježová HR Award Personnel
Manager
Secretariat
JUDr. Pavla Zapletalová Head of Department HR department
Mgr. Kateřina Oleksíková, Ph.D. Head of Department Office for Science, Research, Quality and
Qualifications
doc. Mgr. Maria Králová, Ph.D. Head of Department (R3) Department of Applied Mathematics and
Computer Science
Ing. Mgr. Jakub Procházka, Ph.D. Head of Department (R2) Department of Corporate Economy
doc. Ing. Robert Jahoda, Ph.D. Head of Department (R3) Department of Public Economics
doc. Ing. Zdeněk Tomeš, Ph.D. Head of Department (R4) Department of Economy
doc. Ing. Eva Vávrová, Ph.D. Head of Department (R3) Department of Finance
doc. Ing. Vladimír Žítek, Ph.D. Head of Department (R3) Department of Regional Economics and
Administration
Ing. Mgr. Markéta Matulová, Ph.D. Assistant professor (R2) Department of Applied Mathematics and
Computer Science
Ing. Jan Jonáš, Ph.D Assistant professor (R2) Department of Economy
Ing. Katarína Čellárová Ph.D. student (R1) Department of Economy
Ing. Tomáš Paleta, Ph.D. Assistant professor (R2) Department of Economy
Ing. Mgr. Martin Stachoň Ph.D. student (R1) Department of Finance
Ing. Svatopluk Nečas, Ph.D. Assistant professor (R2) Department of Finance
Ing. Zuzana Křížová, Ph.D. Assistant professor (R2) Department of Finance
Ing. Filip Hampl Lecturer (R1) Department of Finance
Mag. Dr. Eva Born Assistant professor (R2) Department of Corporate Economy
Ing. Bc. Sylva Žáková Talpová, Ph.D. Assistant professor (R2) Department of Corporate Economy
Ing. Peter Kelemen Ph.D. student (R1) Department of Corporate Economy
Ing. Andrea Holešinská, Ph.D. Assistant professor (R2) Department of Regional Economics and
Administration
Ing. Aneta Krajíčková Assistant professor (R2) Department of Regional Economics and
Administration
Ing. Markéta Chaloupková Ph.D. student (R1) Department of Regional Economics and
Administration
Mgr. Petr Tonev, Ph.D. Assistant professor (R2) Department of Regional Economics and
Administration
Ing. Michal Struk, Ph.D. Assistant professor (R2) Department of Public Economics
Your organisation must consult its stakeholders and involve a representative community of researchers
ranging from R1 to R43
, as well as appoint a Committee overseeing the process and a Working Group
responsible for the implementation of the HRS4R process.
The term 'Human Resources' is used in the largest possible sense, to include all researchers (Frascati definition: Proposed Standard
Practice for Surveys on Research and Experimental Development, Frascati Manual, OECD, 2002) disregarding the profile, career
‚level‘, type of contract etc. etc.
For a description of R1-R4, see
https://euraxess.ec.europa.eu/europe/career-development/training-researchers/research-profiles-descriptors
Provide information on how the above groups were involved in the GAP-analysis:
*Stakeholder
group
*Consultation format Outcomes
R1-R4 all
employees
(including Ph.D.
students)
Presentations,
meetings, online
questionnaire
(Czech/English
version)
a) Assembly of the Academic Community FEA MU 2019 introduction
to HR Award topic.
b) Department meetings - introduction of the goals,
planned activities, benefits, reporting of the progress,
expected collaboration on GAP analysis, Action plan
preparation.
c) Responses to questions on the topics of the Charter and
Code. The results of the online questionnaire have been
published and processed in the GAP analysis.
d) On-line presentation of employee survey results and
Action plan draft, raising the awareness about the HR
Award issue.
Working group
/ Expert team
Regular meetings
and consultations,
discussion
a) Preparation and processing of the online questionnaire.
b) Discussion on the principles of the Charter and the Code,
identification of strengths and weaknesses.
c) Preparation of the GAP analysis, Action Plan and OTM-R
checklist.
b) Proposal of actions and setting priorities for Action Plan.
Steering
committee
Reports,
presentations of
progress, decisions
making
Overseeing the process, coordination with overall FEA MU
strategy, support to the HRS4R process, review and
approval of the GAP analysis, Action Plan, OTM-R checklist.
Dean´s board Presentations,
discussion
Suggestions, opinions, setting priorities within the HR
Award process, information, and promotion of the HR
Award process towards academic staff (heads of
departments are also members of the Working group).
Selected R1-R4
(Ph.D. students,
women)
Focus Groups,
individual interviews,
Clarification, deeper information on relevant topics from
the online questionnaire processed in the GAP analysis.
(Ph.D. students - contact with supervisors, women recognition
of women as members of a professional group,
equal conditions, and opportunities).
Please describe how was appointed the Committee overseeing the process:
Free text 200 words maximum
The members of the Steering Committee (SC) who oversee the GAP analysis process and the Action
Plan were informed and appointed at the meeting of the faculty management in April 2019.
Subsequently, the newly appointed HR Award Personnel Manager introduced the European Charter,
the Code and the HRS4R Strategy, and presented the process of preparing the HR Award process.
The SC was informed about the HR Award project at its regular meetings. This is done either through
the HR Award Personnel Manager or representatives of the Expert Team (Vice-Dean for Science and
Research and Bursar), who are also members of the SC. At the same time, it supervised the course of
the initial phase of the project and its adherence to the schedule. The SC also played an important role
in the final discussion and approval of the GAP analysis, the Action Plan, the OTM-R checklist and the
results of the questionnaire survey and the decision to publish these materials on the faculty's website.
The SC meeting took place on: 29/4/2019, 16/12/2019, 8/1/2020, 3/2/2020, 25/3/2020, 24/8/2020,
7/9/2020 /, 21/ 9/2020, 29/09/2020. Due to COVID-19, meetings during 04-08 /2020 were limited to a
minimum and the issue of the HR Award was addressed in the form of e-mail communication.
Please describe how was appointed the Working Group responsible for the implementation of the HRS4R
process:
Free text 200 words maximum
Part of the members of the Working Group (WG) was appointed at the meeting of the faculty
management in April 2019. These were heads of departments who were subsequently approached
and invited by the HR Award Personnel Manager to nominate two more staff members from their
teams who are interested in HR issues related to researchers and are willing to actively participate in
activities related to the HR Award project. Their participation in the project must be voluntary, active,
and responsible at the same time. Nominations for individual departments were received by the end
of November 2019 (including nominations for Ph.D. students) and the first meeting of the WG took
place on 8/1/2020. At the same time, the heads of departments ensured that the nominated
participants covered researchers at all levels (R1-R4).
The WG also includes members of the Expert Team (EXPT), which is established within the universitywide
project HRMU2/HRA, and which ensures the representation of administrative staff. The
meetings of the WG took place on: 29/4/2020, 12/1/2020, 29/1/2020, 03/02/2020, 04/02/2020,
11/02/2020 /, 28/2/2020, 14 /09/2020, 15/09/2020, 29/09/2020. Due to COVID-19, WG meetings
during 04-08 /2020 were limited to a minimum and the issue of the HR Award was addressed in the
form of e-mail communication.
***
It is also necessary to mention the existence of the so-called Expert Team, which significantly
participated in the preparation of the GAP analysis, the Action plan and the OTM-R checklist together
with the WG. At the same time, it also participated in the coordination, planning and implementation
of other activities within the initial phase, communication with employees, and in workshops
organized by the Rector´s Office and where its members had a chance to discuss current practice at
individual faculties and MU as well as the opportunities and support offered by the Rector´s Office.