HR Excellence in Research

The steering committee of the LUT quality and sustainability management systems chaired by the vice rector for education is responsible for directing the HR Excellence in Research process at LUT. The steering committee makes decisions on the HR Excellence in Research activities and action plans and monitors the implementation of current HR Excellence in Research action plan. Researchers are represented by committee members appointed by LUT schools.

In the operational level HRS4R working group coordinates activities, takes care of internal and external communication, follows the progress of actions, prepares documentation for internal and external assessments and organizes meetings to assure the implementation of action plans.

The researchers’ career and working conditions are developed through actions deriving from an initial gap analysis based on the Code and Conduct and regular internal assessments. The development actions are described in the HR Excellence in Research action plan, which is assessed internally and revised every three years.
The latest internal review has been conducted in the beginning of year 2026.

LUT University is proud of how it has improved its researchers’ career path and HR procedures in recent years. The improvements have a strong link not only to the European principles of the Charter and Code but also to LUT’s Strategic Management.

Ethical and professional aspects

• New doctoral students get Responsible Conduct of Research (RCR) guidelines and doctoral students are recommended to complete a national course on research ethics.
• The university offers a course on Ethics and Research Integrity to all university employees and doctoral students. The course embeds study of the European Code of Conduct for Research Integrity and Finnish Responsible Conduct of Research (RCR) guidelines.
• LUT has nominated a Research Integrity Advisor, with whom researchers can confidentially discuss their concerns and ask about ethical processes in the university.
• Services on preliminary ethical review and research permits are available for academic staff.
• In the area of research ethics, LUT published updated ethics information on its external website, organised regular ethics information sessions, and aligned processes with national ethical review guidelines.
• LUT has advanced equality and non-discrimination by launching an online training course, updating procedures for addressing inappropriate behaviour, and integrating diversity, equality and inclusion monitoring into employee well-being surveys

Recruitment and selection

• A joint recruitment system has been developed by identifying and implementing good practices of LUT University and LAB University of Applied Sciences, which form the LUT Universities Group. 
• The LUT’s recruitment supporting team has been strengthened to enable more active development of recruitment practices. 
• Applying established practices in selection have boosted the recruitment processes. 
• Refining the eligibility requirements for the beginning of a research career have made the start of postgraduate studies more effective.
• Updating processes for applicant statements, renewing docent nomination procedure, and first steps have been made in integrating CoARA principles into recruitment and career advancement.

Working conditions

• The research facilities at LUT are up-to-date and continuously developed by the LUT’s investment plan, in addition the strategic partnerships have strengthened international collaboration and the available research infrastructure.
• The communication and feedback mechanisms are numerous and systematic at LUT.
• Researchers are represented in all official decision-making bodies of the university, and they are represented in many working and steering groups of LUT.
• Flexible working hours and remote work opportunities are the benefits the researchers greatly appreciate.
• Working conditions have been enhanced through improved IT support, and expanded digitalisation training.
• Work ability indicators have been defined and are now regularly monitored to support early identification of well-being risks.
• Support for international staff improved, with new orientation materials, webinars and a broad program of leisure and integration activities.

Training and development

• The systematic and transparent guidelines and advancement criteria of a four-stage researcher career and tenure track systems support and guide the professional development of researchers.
• The annual development discussions between the employee and the supervisor set targets for researcher’s development and training, and mutually agreed objectives are recorded on an electronic form managed in the HR information system.
• Examples of regular training offerings for researchers are: Supervision of the doctoral thesis and dissertation for doctoral students’ supervisors, Grant writing training and Project management training.
• Leadership briefings are short sessions with monthly changing themes are organized to strengthen the role of supervisors and research leaders.
• The monthly induction meetings for new staff at LUT are held remotely, allowing flexible participation regardless of location.
  • Support for innovation and research commercialization has been strengthened through pitch training, investor events and the LUT Storming research club, which promotes idea generation and collaboration.

The development targets revealed by the initial gap analysis and internal reviews are tackled by regularly revised HR Excellence in Research action plans. In the first action plan for 2013–2015, LUT concentrated on developing three areas, which according to the gap analysis required the most attention, namely recruitment processes, the orientation of new employees and feedback mechanisms. For the next action plan for the years 2016–2018, Dissemination and exploitation of results, Evaluation/appraisal systems, Supervision and managerial duties, and Teaching were chosen as new development areas requiring actions.

The third action plan for the years 2019–2021 partly continued or extended some of the previous actions but also contained new areas of development. The actions cover the gap principles of  Professional responsibility, Dissemination, Exploitation of results, Evaluation/ appraisal systems, Transparency (Code), Career development, Value of mobility, Access to research training and continuous development and Supervision.

The action plan for the years 2022–2025 was based on the external evaluation and feedback of the international peer review team which had its on-site visit at LUT in May 2019, a gap analysis based on the Charter and Code renewed in the spring 2021, and a comprehensive internal assessment, which revealed both strengths and development targets to be addressed. The action plan had altogether 24 actions focusing on equality and non-discrimination related issues, improving the applicants’ juridic position, assuring proper induction for new employees, increasing the ethical awareness of researchers, supporting work ability of all employees, integrating employees from foreign countries to the LUT academic community and working in Finland, developing and maintaining infrastructure to increased needs for remote work, supporting researchers in commercialization of research results.

The latest action plan is for the years 2026–2026. It includes 22 actions based on the LUT strategic action plans, strengths and weaknesses analysis, employee surveys and feedback mechanisms addressing responsible research, improving equality, inclusion and well-being, teaching quality, career development and recruitment and leadership practices.

OTM-R Policy – Open, Transparent and Merit-based Recruitment Policy is an integral part of the strengthened HR Excellence in Research process.  The openness and transparency in recruitment and merit-based selection of talented researchers are the basis for successful recruitment and key principles in which LUT is adhered. LUT has regularly scrutinized its own recruitment processes and practices according to the OTM-R checklist and the latest update of OTM-R Policy was conducted in the beginning of year 2026.

The HRS4R process includes regular external assessments executed by the European Commission. An external assessment by peer review team making a site visit takes place every six years. The first on-site visit took place at LUT in May 2019, and  a new site is expected later in 2026.

In their previous assessment, the peer review team commended the strong link between the HR Excellence in Research process and LUT's strategy. They highly acknowledged the informal but efficient organizational culture of LUT, the supportive approach of university management to the HRS4R process and their careful protection of employees. In addition, the peers gave critical comments and recommendations on LUT's HRS4R process which have inspired LUT’s development activities.

As a result of the previous site visit and external assessment, LUT passed the award renewal phase on 6 November 2019. As a result, LUT has continued using the 'HR Excellence in Research' award which is evidence of LUT being a provider of a stimulating and favourable work environment for researchers. LUT is committed to further applying the regulated HR Excellence in Research process for continuous improvement of its HR processes of researchers.

In March 2023, LUT passed the renewal phase assessment without site visit. As a result, LUT received the permission to use “HR Excellence in Research” award further on. It also revealed both strengths and targets for improvement that will be analysed thoroughly and utilized in the future developments of the university and its HR processes.