HR Excellence in Research

Since 2021, the Institute of Experimental Medicine of the Czech Academy of Sciences (IEM CAS) has held the HR Excellence in Research Award (HR Award), granted by the European Commission to research institutions that apply the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (open in a new window), hereinafter referred to as the Charter.

By receiving this award, IEM CAS has committed to the long-term development of its human resources policy and working environment in accordance with European research standards.

The HR Award is granted to research institutions that systematically develop their policies and practices concerning researchers in accordance with the principles of the Charter. This is achieved through the Human Resources Strategy for Researchers (HRS4R) (open in a new window), a European initiative that supports the implementation of these principles.

The Charter sets out the fundamental principles governing the professional environment and careers of researchers – from ethics and professional responsibility to open and transparent recruitment, working conditions, career development, training, mobility and equal opportunities.

Participating institutions regularly evaluate their human resources practices, establish specific measures through action plans and monitor their implementation. The entire process is subject to regular internal and external evaluations to ensure the continuous improvement of working conditions and the professional environment for researchers.

IEM CAS endorsed the principles of the Charter in 2019. It was granted the HR Award in September 2021 following the completion of a Gap Analysis and the adoption of its first Action Plan.

A Revised Action Plan for 2023–2026 was developed on the basis of experience gained during the first phase of implementation, an internal review and employee feedback.

The current focus is on evaluating the implementation and impact of measures introduced under both the original and Revised Action Plans and ensuring their long-term sustainability. At the same time, we continue to develop additional measures and activities reflecting the current needs of employees and the institute.

The Revised Action Plan focuses on four main areas: 

1. Support for PhD Students – professional development, mobility and the active involvement of PhD students in the institute’s scientific life and activities
2. Employee Lifecycle – development of human resources processes, from recruitment and onboarding to performance appraisal, career development and the collection of feedback from departing employees
3. Internal Culture and Working Environment – quality of working conditions, internal communication, training, ethical and professional standards and the gradual development of a bilingual working environment
4. Equal Opportunities – equal treatment and gender equality, fair working conditions and measures supporting employees in different life situations, including parenthood and returning to work
   Implementation and Evaluation

The HR Award Project Team coordinates implementation of the Action Plan in collaboration with the institute’s management and the employees responsible for individual measures.

An important part of the process is feedback from researchers, PhD students and other employees, gathered through questionnaires, individual interviews and group discussions. The results help us identify areas for further development and inform the planning of new initiatives.

Specific individuals or organisational units are responsible for each measure. Progress is regularly evaluated against established indicators.

IEM CAS views the HR Award as a long-term commitment to developing its human resources policy and fostering a high-quality working environment, rather than a one-off project.

The conditions for scientific work, employees’ needs and the environment in which research institutions operate are constantly changing. The Action Plan is therefore not an end in itself, but a tool for setting priorities, monitoring their implementation and responding to newly identified needs.

Our goal is for the principles of the Charter for Researchers to gradually become an integral part of human resources processes and the day-to-day operation of IEM CAS.