Frame conditions and requirements to develop and implement HRM concept in a
statistical office
Geneva 2010Hans-Joachim Rieger
HR and New Public Management
Balanced Score Card:
HRD
PerformanceControllingEffectiveness
Customer orientationQM
Efficiency
With decreasing resources, HRD gets more important
HR and OD
HRD is closely connected with organisation development OD:
• Promotion and development of staff• In line with employees´ requirements• Taking staff needs• Systematic process
Stocktaking
• 43.9 % demotivated rather than motivated
Reasons:• Lack of challenges• Lack of useful activities• Lack of holistic working• Lack of pleasure in the job
HRD: use of Instruments?
• Staff survey: conducted, briefly discussed, hardly used
• Appraisal interview: introduced, superiors trained, 60% held, 30% less than 30 min, 40% with goal agreement
• Corporate vision: developed, presented, adopted, stored
• Feedback to superiors: …
Goals of HRD
Staff needs Organisationneeds
Defining target areas
Individual development
Team development
Cooperate culture development
Individual development
• Improving of work performance• Promoting• Development and use of competencies
and potentials
Team development
• Development of existing teams• Development of temporary teams
Cooperate culture
• Leadership policy• Strategy focused
Examples: Measures and tools• Competence model• Goal agreement• Team development, teamwork• Gender mainstream• Staff development interview• Training control• Introduction of new staff members• Health at work• Promotion• Improving flexibility and mobility• Corporate vision• Staff appraisal, performance management
HR Measures and tools (2)• Staff selection and recruitment• Project work• Hospitation• Job rotation• Job enrichment• Job enlargement• Staff survey• Development of potentials• Working time models• Mobbing prevention
HR Measures and tools (3)
• Promotion of disadvantaged• Advanced training• Coaching, mentoring, training• Motivation• Feedback for superiors• Management principles• Leadership policy
Competence model
Organisation Task needs
Human resources Staff qualification
Quality of staff selection,
appraisal, promotion, … compare
Competence model
• Profile:
Professional skills methods
personalityCommunication and social skills
Example: competence model
Strategic thinking
creativity
Techniques of goal agreement
Administrative law
= needed = present
Coaching, mentoring, training
• Relatively new
• Coaching for top managers• Individual assistance for leadership, social
competences and management improvement
• Coach qualification
Coaching, mentoring, training
Mentoring for future promotion and widening views
• Qualification and personel coaching by selected mentors
• Time based work in a different field
Structure of HR concepts
• HR Concept (i.e.: staff promotion)–Measures (i.e.: Analysis of
potentials)• Tools (i.e.: assessment centre)
Conditions HR (checklist)
1. HRD must be considered as a important strategy by senior management
2. HRD is a leadership task which cannot be delegated
3. HRD must generate a benefit for the organisation and the staff
4. HRD is a permanent task and must not be reduced to spectacular or fashionable single actions
Conditions HR 2 (Checklist)
5. HRD must be linked with OD6. All measures of HRD must be
coordinated7. Persons concerned must have relevant
information at an early stage8. Needs participation9. New activities need qualification10.HRD is open for all staff members
Principles of HR
• Permanent task• With noticeable benefit for everyone involved• Management task of superiors• Supported by senior management• Package of coordinated measures• Interlinked with OD and training policy• Support all staff memebers• Tailored to the specific situation of the authority
Thank you for listening
• Any questions?