HRS4R – “HR Excellence in Research” label

As the first French university to receive the "HR Excellence in Research" label from the European Commission (EC), the University of Montpellier has been deploying a Human Resources Strategy for Researchers (HRS4R) since 2015, reflecting its commitment to evolving its practices and moving closer to the recommendations of the European Charter for Researchers, adopted in 2005 and revised in 2023, aimed at promoting research careers in Europe. 

HRS4R is a quality initiative based on the principle of continuous improvement, for which the UM has established a regular monitoring process (including self-assessment and updates to the action plan at the midpoint and end of the cycle). Awarded for an initial term of five years, the certification is renewable in three-year cycles.

A long-term commitment, a guarantee of quality and appeal

For the past 10 years, the UM has been implementing an HRS4R strategy for excellence aimed at improving career support, ensuring open, fair, and merit-based recruitment (OTM-R), promoting mobility and the attractiveness of our research teams, and enhancing working conditions and the integration of researchers.

The label is a real asset for securing and expanding European funding (Horizon Europe), increasing the University’s visibility on the national and international stage, and enhancing our appeal.

The mid-term self-assessment, carried out in March 2017, had been positively received by the European Commission and led to the revision of the action plan for 2017-2019.

The end-of-cycle self-assessment conducted in 2020, based on collective reflection and cross-departmental collaboration, led to the development of an action plan for the 2020–2023 period. The elements of the renewal dossier, approved by the Board of Directors on December 14, 2020, were validated by three experts from the European Commission following an evaluation and on-site audit in June 2021. They include:

1. The HRS4R 2020 Report 
2. Progress Report on the HRS4R Plan for 2017–2019 
3. The UM OTM-R Charter 
4. The Revised HRS4R Action Plan for 2020–2023 

A certification renewed through 2027

Based on a survey of the UM research community and cross-departmental collaboration, the end-of-cycle self-assessment conducted in 2023–2024 led to the development of a new action plan for 2024–2027. This action plan is among the elements of the renewal application that were approved by the Board of Directors on November 18, 2024, and submitted to the European Commission for validation. They include: 

1. The HRS4R Report 2024 
2. Progress on the HRS4R Plan for 2020–2023 
3. The Updated UM OTM-R Charter 
4. The Revised HRS4R Action Plan for 2024–2027 
5. Results of the 2024 HRS4R Survey

After reviewing this information, the European Commission’s rapporteurs issued a favorable opinion on the application to renew the label for a three-year period, through July 2027.  

What's on

The 44 objectives of the current plan are divided into four pillars and include, in particular, actions focused on:

• Pillar 1 – Ethics, Integrity, Gender, and Open Science :
  • promoting research through the creation of a "Research Directory and Skills Map" (Action 1)
  • the use of the ORCID number as a unique identifier (Action 3)
  •  the establishment of a UM-FULBRIGHT partnership for reciprocal exchanges of researchers (Action 12)
  • numerous initiatives promoting gender equality, the prevention of gender-based and sexual violence, and inclusion (Initiatives 5–6–7–8–9–10–11)
• Pillar 2 –Evaluation, recruitment, and career advancement of researchers :
  • the implementation of an HR master plan (Action 13)
  • Simplifying and internationalizing the recruitment process for teachers, Professors researchers (Actions 14–15–16–17)
  • the implementation of programs to enhance the region’s appeal (Actions 19–20)
• Pillar 3 –Working conditions and methodsl :
  • facilitating innovation through a single portal for Professors researchers and dedicated IT tools (Actions 24–25–26–27–28)
  • Improving the quality of life at work and preventing psychosocial risks (Actions 33–34–35)
  • the internationalization of the onboarding process for foreign recruits at the UM and of the mission process (Actions 38–39–40–41)
• Pillar 4 –Scientific Careers and Talent Development :
  • offer specialized training for Professors researchers, such as English courses
  • support in developing a personalized career plan (Actions 43–45)