Human Resources Subcategories found only in the human resources category were employee recruitment and recruiting diverse new employees. Distributed leadership for remote work environments and succession management were included in this category as well as leadership development. Employee burnout and retention were included here and also in the professional development category. DEI was included here as well as in community engagement, core values, and the professional development categories. Respondents selected all subcategories they felt were important to their institution. The percent responses for each subcategory were ranked from highest to lowest and are reported by institutional type in Table 13.
Table 13 Challenges ranked from greatest to least based on percent responses associated with human resources provided by Land-grant institution type.
Institutional Rank from Highest to Lowest % Responses All Institutions 1862 1890 1994
Human Resources Subcategories
Employee retention
1 - 20.21
1 - 20.17
2 - 20.00
1 - 21.88
Employee burnout
2 -19.26
2 - 19.21
3 - 18.82
1 - 21.88
Employee recruitment
3 - 18.38
3 - 17.99
1 - 22.35
1 - 21.88
Recruiting diverse new employees
4 - 13.55
4 - 14.06
5 -10.59
3 - 3.13
Succession planning
5 – 12.04
5 - 11.44
4 - 16.47
1 - 21.88
Diversity, equity, and inclusion (DEI) Distributed leadership for remote work environments
6 - 8.08
6 - 8.73
7 - 1.18
3 - 3.13
7 - 7.69
7 - 7.60
6 - 9.41
2 - 6.25
Other (please explain)
8 - 0.79
9 - 0.79
7 - 1.18
No Responses
Number of Question Responses
1262
1145
85
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Human resources were the third ranked challenge for 1890 Land-grants, fourth for 1994s, and fifth for 1862s. The employee retention, burnout, and recruitment ranked highest for all institution types, being ranked equally across 1994 Land-grants. The 1994 Land-grants included succession planning as the highest ranked challenge in this category. The second most selected sub-category for the 1994 Land-grants was distributed leadership for remote work environments which was identified as a challenge through the interview portion of the study. Recruiting diverse employees ranked above succession planning for 1862 Land-grants while the order was reversed for 1890 Land-grants. General comments included as explanation in “other” included communication, and change management. In terms of recruitment and retention, one respondent shared that “DEI is very important, but with extremely high turnover rates, it is hard to implement.” Another spoke of a work environment in which there were “several colleagues with poor character qualities who make work difficult for others.” Someone from an 1890 Land-grant indicated a challenge associated with “competition with orgs offering higher salary.” Another person expressed concern related to structural support for field positions, while another saw county funding as a challenge. “Inclusion of ALL extension programming in new employee training” was another response. Human resource policies of sala ry compression and “workforce desire to work from home” were identified. One respondent said, “ Our human resources do not care about the actual humans, and use no logic, reasoning, or common sense in decision making. ”
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