Developing a local HR policy, centred around supporting changes affecting professional functions, developing a shared managerial culture and long-term employment management Inria will adopt a genuine medium-term vision (5 years) for changes affecting professional func- tions, with regard most notably to the digital transformation of the Institute (1.3.6). In this context, the decentralised Human Resources departments will once again occupy an important role, developing a close at hand support policy that does not only concern personnel working within its project teams (including those with fixed-term contracts) but also personnel from all departments. Significant measures to provide training and support to new recruits will be introduced, this being one of the Institute’s current weaknesses. This will also concern new project team leaders, with attention paid to the Institute’s social policy (1.3.3) and culture of responsibility. More specifically, project team leaders will be given an HR evaluation prior to their nomination, with particular emphasis placed on managerial aspects during the evalua- tion process (1.1.8). Feedback will be provided on the Management School, leading to a revised version being intro- duced, in the context of a more strategic vision for the Institute’s HR policy and greater attention being paid to the support given to managers. Furthermore, a programme for identifying future Inria executives will also be set up, building pathways internally and, most importantly, external to Inria, primarily for individuals called upon to take up roles within the management board. The organisational structure for roles and jobs, currently restricted to departments, will be sub- ject to transparent modification, taking into account the heterogeneous nature of centres and a desire to capitalise on sustainable support functions. As such, the short-term fixed-term contract policy will be halted for assignments judged as being lasting and critical to Inria. Furthermore, the jobs forecast will be extended in a way that is suited to the scientific population in order to better anticipate recruitment, promotions and researcher competitive examinations. This will be part of a global process of long-term management for staff, jobs and skills, with additional support from the new Human Resources Information System. In a general sense, Inria’s HR policy will be consistent with the commitments made in the context of the HRS4R labelling obtained by the Institute.
