HR Excellence in Research priorities for 2026-2028
1. Broaden the support system for researchers
We will strengthen the services and infrastructure that help researchers manage projects, data, ethical requirements and administrative processes. Selected milestones include the development of a FAIR Vault, further development of CRIS and a research Business Intelligence environment, harmonisation of administrative workflows, responsible AI-supported use cases and plagiarism screening for PhD theses.
What researchers can expect:
- simplified and increasingly digital research workflows
- secure solutions for archiving sensitive research data
- clearer information about research ethics, knowledge security and dual-use research
- training on research integrity and responsible research practices
2. Increasing attractiveness as an inclusive employer
We will continue to remove unintended barriers, strengthen inclusive practices and support diversity throughout recruitment, employment and career development. This action is connected to the UHasselt Inclusion Plan 2023-2030 and focuses specifically on diversity in the workforce and an inclusive working environment.
What researchers can expect:
- greater attention to inclusion in HR processes
- monitoring of diversity and inclusion indicators
- more inclusive recruitment and career development
- broader recognition of personal context and different career contributions
3. Strengthen our international appeal for recruitment
We want UHasselt to be visible and attractive to research talent from different international backgrounds. The plan covers international recruitment channels, an institutional recruitment framework, onboarding and welcome processes, mobility initiatives and joint or double PhD trajectories.
What researchers can expect:
- clearer English-language information
- targeted international recruitment
- a more coordinated welcome and onboarding experience
- continued support for international mobility and research networks
- monitoring of international researchers
4. Stimulate and maximize objective recruitment and selection (OTM-R)
We will further professionalise recruitment and selection by strengthening objectivity, transparency, inclusion and competency-based assessment. The plan includes OTM-R training, the equity observer role, conflict-of-interest registration, HR analytics and structured follow-up of assessment results for newly appointed professors.
What researchers can expect:
- clear vacancy texts and selection criteria
- attention to potential bias and conflicts of interest
- training and practical guidance for selection committees
- broader recognition of competencies and professional development
- increasing use of data to evaluate recruitment practices
5. Developing an appreciative, stimulating and safe (organizational) culture
We will invest in wellbeing, social and psychological safety, committed leadership, high-quality feedback and structured onboarding. The plan includes a wellbeing survey, reintegration monitoring, support related to internal or external pressure on researchers, evaluation of the feedback cycle for professors and development of a university-wide onboarding approach.
What researchers can expect:
- improved wellbeing, absence and reintegration policies
- clear support in cases of inappropriate behaviour or external pressure
- an appreciative feedback culture
- clearer academic roles and expectations
- more consistent onboarding and mentoring
6. Develop effective, efficient and data-informed HR processes
We will develop and implement an integrated HR information system (HRIS) that makes HR processes more efficient, transparent and data-informed. The HRIS rollout is planned in phases, beginning with personnel administration, followed by modules such as payroll, performance management, training and development, and onboarding and offboarding.
What researchers can expect:
- easier access to personal and HR information
- more structured training and development records
- better supported onboarding and offboarding
- digital support for feedback and professional development
- more reliable and consistent HR data
7. Embedding lifelong learning and talent development
We will make continuous learning a visible and accessible part of every researcher’s career. Planned initiatives include stronger use of the early-career researcher self-assessment tool, continued evaluation of Doctoral Schools courses, a Nature Masterclass pilot, postdoctoral training, supervisor communication and leadership development.
What researchers can expect:
- training for different career stages
- more attention to digital and AI-related competencies
- self-assessment and individual development tools
- mentoring and career exploration inside and outside academia
- support for supervisors and researchers in leadership roles
- dedicated development opportunities for postdoctoral researchers