APPROACH
The HRS4R strategy (Human Resources Strategy for Researchers) aims to improve the practices of organisations and institutions engaged in research, particularly in terms of recruitment and working conditions for researchers.
The strategy is recognised through the “HR Excellence in Research” label, which is awarded by the European Commission to institutions committed to this approach. This label recognises the quality of measures implemented to ensure a supportive working environment for researchers and research staff.
The label is based on recommendations issued by the European Commission (EC) since 2005 for researchers, employers, and public and private funders.
Objectives
- to create a supportive and stimulating working environment for researchers, academic staff, and doctoral candidates;
- to make research careers more attractive and promote good HR practices.
Documents essentiels
A strategic HR plan for researchers
The HRS4R label is underpinned by a set of recommendations and principles endorsed by both research institutions and researchers.
Four main areas comprising 20 principles :
1. Ethics, integrity, gender and open science;
2. Evaluation, recruitment, and career progression of researchers;
3. Working conditions and practices;
4. Research careers and talent development.
HRS4R is a European accreditation mechanism recognising good HR management within universities and public and private research centres. While obtaining the label is not a prerequisite for receiving European funding, it facilitates access by demonstrating a proactive institutional commitment.
The HR strategy for researchers is designed as a long-term process, enabling institutions to conduct self-assessment and continuously improve their practices.
© Université De Franche Comté Open, transparent, and merit-based recruitment
The HRS4R label incorporates the principles of OTM-R (Open, Transparent and Merit-based Recruitment of Researchers). These aim to improve recruitment practices and working environments by :
· ensuring a supportive working environment (including access to equipment, resources, and safe working conditions);
- supporting positive change in workplace culture;
- promoting researcher mobility;
- respecting work–life balance;
- guaranteeing transparency in recruitment procedures.
More broadly, the HRS4R approach is embedded in the institution’s overall strategy and benefits from strong and sustained support at leadership level.
It requires:
- a long-term commitment (at least six years prior to label renewal);
- transparency and integrity in self-assessment (Gap Analysis);
- setting ambitious yet achievable objectives through a clear action plan;
- allocating sufficient time to support this process.
OTM-R policy at Université Marie et Louis Pasteur
The university’s HR strategy aims to align closely with the European Commission’s recommendations set out in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (C&C).
In line with this recruitment Code, the university has adopted an OTM-R policy (Open, Transparent and Merit-based Recruitment). This policy outlines recruitment processes for researchers and, more broadly, for all university staff.
The key stages are described in a charter, from application and selection through to appointment. Making this document publicly available ensures transparency in recruitment procedures and alignment with European Commission recommendations. It also enhances the institution’s attractiveness, which is a key priority within the European Research Area.
Documents essentiels
A label with multiple benefits
For researchers
- Recognition of researchers’ professional rights
- Transparent recruitment procedures
- Clear understanding of researchers’ rights and responsibilities
- Structured career development strategy
- Improved recognition of mobility (including experience and geographic and intersectoral mobility)
- Lifelong learning for researchers and academic staff
For institutions
- Increased international visibility and attractiveness
- Support for institutional strategy implementation
- Improved dialogue with staff representatives
- Contribution to Horizon 2020 project certification process
- Participation in the development of the European Research Area