HRS4R
HR Excellence in Research (HRS4R)
The HR Excellence in Research Award is granted by the European Commission to research institutions that show a strong, ongoing commitment to implementing the 20 principles of the European Charter for Researchers. This recognition highlights institutions that provide a supportive, fair, and stimulating environment for researchers at all career stages.
At the Lithuanian Academy of Music and Theatre (LMTA), we are actively pursuing this distinction through the implementation of the Human Resources Strategy for Researchers (HRS4R). By aligning our policies and practices with the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, LMTA is strengthening its dedication to research excellence and integrity.
HRS4R is a long-term, structured process that involves continuous improvement through self-assessment, gap analysis, and targeted action plans, reviewed every three years. Achieving the HR Excellence in Research Award enhances our international visibility, attracts talented researchers, and facilitates access to competitive research funding.
Our commitment focuses on four key pillars:
- Ethics, Integrity, Gender, and Open Science
- Researchers’ Assessment, Recruitment, and Progression
- Working Conditions and Practices
- Research Careers and Talent Development
Through this initiative, LMTA is committed to:
- Upholding ethical research standards and professional integrity
- Ensuring fair and transparent recruitment processes
- Supporting career development, training, and mentoring
- Promoting a collaborative and inclusive research culture
- Continuously improving through structured action plans and evaluations
For more information about the Human Resources Strategy for Researchers, visit the European Commission’s website: https://euraxess.ec.europa.eu/jobs/hrs4r
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HRS4R
HR Strategy for Researchers at LMTA
Implementing the European Charter for Researchers
Involvement of the Research Community
The preparation of the institutional Gap Analysis and Action Plan was based on a participatory consultation process involving representatives of the research community at all career stages (R1–R4). Researchers were invited to contribute through an internal LMTA survey as well as through face-to-face, online, and hybrid consultation meetings. The consultation process aimed to gather feedback on key aspects of the research environment, including recruitment practices, career development, supervision, research support, and institutional governance. The collected input was systematically analysed by the working group and used to identify institutional strengths and areas for improvement, as well as to inform the development of targeted measures within the HRS4R Action Plan.
Governance of the HRS4R Process
At the Lithuanian Academy of Music and Theatre (LMTA), the implementation of the HR Excellence in Research process was carried out through close cooperation between the academic leadership, administrative units, and researchers at different career stages. Strategic coordination of the process was ensured by the Vice-Rector for Art and Science, who oversaw the implementation of activities and their alignment with LMTA’s institutional strategy.
The main supervisory body of the process was the Senate Research Commission, which acted as the Steering Committee for the HRS4R implementation. This arrangement ensured academic legitimacy, broad institutional representation, and strong expertise in LMTA’s research ecosystem. The Steering Committee reviewed the results of the internal LMTA researcher survey, validated the identified strengths and areas for improvement, provided strategic recommendations, and monitored the progress of the process. It also ensured alignment with LMTA’s strategic documents and institutional quality assurance framework.
The Gap Analysis was prepared by a dedicated working group established by an order of the Rector. The members were selected based on their expertise in research administration, scientific and artistic research practices, and institutional process management. The group included representatives from the Administration, the Research Centre, the Human Resources and Legal Division, the Project Management Division, faculty research coordinators, and researchers representing different career stages (R1–R4), ensuring both administrative and academic perspectives.
The working group was responsible for organising the consultation process, conducting the internal researcher survey, analysing the collected data, preparing the Gap Analysis, and drafting the Action Plan. During the most intensive stages, the group met regularly and worked in close cooperation with the Steering Committee, which provided strategic oversight and validated key decisions. Based on the feedback collected from researchers, the working group identified priority areas for improvement in line with the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. This collaborative governance structure ensured that the Gap Analysis and the resulting Action Plan reflect both the needs of the research community and LMTA’s institutional priorities.
Key Components of the HR Strategy
The strategy integrates three core elements:
GAP Analysis
Open, Transparent and Merit-Based Recruitment (OTM-R)
Action Plan 2026-2028
Implementation Summary
The Lithuanian Academy of Music and Theatre (LMTA) will implement its Human Resources Strategy for Researchers (HRS4R) through a structured, institution-wide approach fully aligned with its strategic priorities in research and artistic research.
The implementation of the Action Plan for the period Q2 2026 – Q2 2028 is based on the results of the internal GAP analysis and directly addresses the identified areas for improvement, particularly in Open Science, researcher evaluation, recruitment and selection (OTM-R), career development, and working conditions.
A clear governance structure will ensure effective delivery of the Action Plan. Strategic oversight will be provided at the senior management level, while operational coordination will be carried out by the Research Centre in close cooperation with the Human Resources and Legal Division. A dedicated HRS4R Working Group will ensure cross-institutional collaboration and stakeholder involvement, including representation of researchers at different career stages.
The implementation follows a phased approach:
- initial development and adoption of key policies,
- deployment of core HR practices and support systems,
- consolidation, monitoring, and continuous improvement.
Each action is supported by defined responsibilities, timelines, and measurable indicators, ensuring accountability and transparency.
Monitoring and quality assurance will be ensured through regular internal reviews, defined performance indicators, and feedback mechanisms involving the research community. The results will inform continuous adjustments and improvements of the implementation process.
Communication and engagement are integral to the strategy. LMTA will ensure transparency through the publication of key documents in Lithuanian and English and the development of a centralised information platform for researchers.
By embedding HRS4R principles into institutional policies and practices, LMTA aims to strengthen its research environment, enhance career development opportunities, and ensure alignment with the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.