Human resources strategy for research



Memorandum o prihlásení sa k „Európskej charte pre výskumných pracovníkov a Kódexu správania sa pri prijímaní výskumných pracovníkov"

Žilinská univerzita v Žiline, zastúpená Dr. h. c. prof. Ing. Tatiana Čorejovou, PhD., rektorkou univerzity, privítala možnosť pripojiť sa k iniciatíve, ktorou je Európska charta pre výskumných pracovníkov a Kódex správania sa pri prijímaní výskumných pracovníkov. Niekoľko stanovených zásad týchto dokumentov je už bežnou praxou na univerzite. Ďalšie zásady sa budú implementovať okamžite, ako to bude možné. Univerzita považuje tieto pravidlá za hlavný pilier podpory pre svojich výskumných pracovníkov.

V Žiline 26. 10. 2017

Declaration of Commitment to "The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers"

University of Zilina, represented by Dr. h. c. prof. Ing. Tatiana Corejova, PhD., rector of university, welcomes the opportunity to join the initiative of European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. Several of proposed principles are already common practice at university. Other elements will be implemented as soon as possible. University considers these rules as main pillar of support for their researchers.

In Zilina 26.10.2017

The University of Žilina is applying for the "HR EXCELLENCE IN RESEARCH" AWARD

In 2017, the University of Žilina officially endorsed to the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, in order to receive the HR Excellence in Research Award. With this step, the University of Žilina has committed to strive for friendly working conditions, professional development and transparent procedures in the recruitment of researchers.

The HR Excellence in Research emblem is awarded by the European Commission to research institutions that implement the HR Strategy. To date, more than 600 institutions across Europe have been recognised with the 'HR Excellence in Research' Award.

Human Resources Strategy for Researchers (HRS4R)


The Human Resources Strategy for Researchers (HRS4R) is a tool to support the implementation of the principles of the Charter and the Code. The Strategy offers a detailed procedure that enables organisations to incorporate the principles of these documents into their HR operations in order to improve the conditions for the HR development and management. The organisations that decide to implement the Strategy can use the "HR Excellence in Research" emblem. The process of implementing the Strategy is based on the internal analysis of the principles stipulated in the Charter and the Code and their benchmarking with the organisation's policies and procedures applied in the human resources management.

What will the HR Award bring to the University?

  1. We will create and facilitate a stimulating and supportive working environment for researchers and implement changes in corporate culture.
  2. We will join a truly pan-European network of researchers and research organisations.
  3. We will prove that we care for our researchers.
  4. We will demonstrate that we are committed to supporting and developing the careers of researchers.
  5. We will enhance the University's reputation and its attractiveness to future employees.
  6. We will gain international attractiveness, visibility for the University and inclusion among the HR Award-winning institutions.

The process of applying for the HR Award

1. Notification of the initiation of the application process

The first step is to clearly state the endorsement of the principles of the Charter and the Code and to submit an endorsement letter on the commitment to implement the HR strategy to the European Commission.


From the moment the notification was submitted, UNIZA had a period of one year to prepare the Action Plan for the implementation of the HRS4R.

2. Initial phase

During the initial phase, the University elaborated three documents subsequently submitted to the European Commission for approval. These documents are:

  1. The GAP Analysis in which UNIZA compares the current state with the 40 principles stipulated in the Charter and the Code, divided into 4 areas (ethical and professional aspects, recruitment of new staff members, working conditions and social security, education and training).
  2. The "OTM–R Checklist". It is a kind of checklist of compliance with the principles of open, transparent and results-based recruitment.
  3. The Action Plan in which the institution proposes specific measures to address the shortcomings identified by the GAP Analysis. It must include the exact tasks and the persons responsible, the timeline by which the tasks will be accomplished, and a description of the outcomes of the individual tasks.

It is not only the documents mentioned above that are important, but also the process by which they were elaborated. The university has created a steering committee to guide and monitor the whole process strategically and a working group to be responsible for its actual implementation.
The involvement of all stakeholder groups (academic as well as non-academic staff, researchers at all career levels, etc.) has also been crucial.
The GAP Analysis, the "OTM–R Checklist" and the Action Plan were uploaded directly into the official online platform and had to be submitted no later than 12 months after the notification of the initiation of the application process.

UNIZA submitted all required documents in September 2021.

3. Assessment Process and Granting of the HR Award

The submitted documents are assessed by a three-member panel of foreign experts. The results of the assessment should be provided to UNIZA within 2 months of the submission in the online system. The assessment can have three possible outcomes:

  • Accepted (Acceptance without reservations): the institution enters the implementation phase of the Action Plan. From the moment of acceptance, it can also use the HRS4R emblem in its promotion.
  • Pending minor modifications (Invitation to elaborate): In this case, the submitted documents have minor shortcomings and the institution can further elaborate on them.
  • Declined (Pending major revisions): This step is taken by the assessors in case of serious shortcomings, which may not only be related to the content of the documents, but also to the process of their preparation (e.g. in case of non-involvement of stakeholders). In the case of rejection, the institution has to undergo the whole process of preparing the Strategy again.

Currently, UNIZA is in the assessment phase and awaiting the final opinion of the assessment committee.

4. Strategy implementation

If the University of Žilina receives the HRS4R Award, it will start to gradually implement the measures it has planned in the Action Plan.

Two years after granting the Award, UNIZA will assess how well the plan has been implemented and whether it needs to be revised.

After further three years, external assessors will visit UNIZA on the site in order to assess the implementation of the Strategy and decide whether it will come to the Award renewal.

Even then, however, the implementation of the Strategy does not finish and the assessment process is repeated every three years.

The HR Strategy is therefore not a one-off activity, but the beginning of a long-term process leading to a more favourable and attractive working environment that provides researchers with the conditions for full professional development and the conduct of cutting-edge research.

Graphical representation of the process of granting the Award


Person responsible for the content of the current subpage: Ing. Veronika Kunová / +421 41 513 5115 /

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