短小精悍的戰(zhàn)略人力資源管理培訓(xùn)講義英文版

1、Overview of Strategic Human Resource ManagementMay 2005Eva Santos, Director, Department of PersonnelGinny Dale, Assistant Director, Personnel ServicesHuman resource leadership and solutionsInvesting in Human ResourcesnTo create a return on the investment in our workforce, leadership and Human Resour

2、ces must Assess the capacity of management to take on new challenges; Determine the capability of Human Resources to provide guidance and support; Establish accountability at all levels for achieving results.nLeadership must take action. Align resources with agency mission and priorities. Create str

3、uctures for setting performance expectations. Establish processes that hold people accountable.nManagers at all levelsfrom the executives to front-line supervisorsare responsible for effectively managing the workforce.Strategic Human Resource ManagementResults of Strategic HR ManagementnAligns emplo

4、yees with agency missions to achieve the greatest public benefit.nValues employees our greatest asset with fairness, dignity, and respect.nEnsures high-performance government that responds to changing public needs.nSupports Governors directive on Government Management, Accountability and Performance

5、 (GMAP)We have a simple, powerful vision:Best workforce. Best place to work.Strategic Human Resource ManagementCreating a Performance-Based CulturenState employees perform at their best and understand that their efforts contribute to achieving the mission of their agency.nManagers are held accountab

6、le for producing the best results at the best cost.nCitizens receive true value for their investment in state government.Strategic Human Resource ManagementChallenges and OpportunitiesnMiddle-management reductions and other mandates to reduce headcount.nImplementation of the new civil service rules

7、and collective bargaining agreements.nDeveloping processes and measurements that establish accountability for agencies and individuals.nManaging all of these (and other) changes creates its own significant challenges. Resistance to changeImpact on commitment Disruption to operationsChanges in worklo

8、ads Need for new skills Adapting to new expectationsStrategic Human Resource ManagementRoles and ResponsibilitynManagers bear responsibility for managing the states workforce.nThe Human Resources community is a partner. Deliver and enhance operational processes. Identify human resource practices tha

9、t make agency mission and strategy happen. Manage transformation and change. Develop employee competence, capability, and commitment.nPersonnel Reform moves key decisions out from the Department of Personnel to agencies, and down to managers. Strategic Human Resource ManagementLinking People with St

10、rategyPriorities of GovernmentPlan the OrganizationStrategic PlanMobilize ResourcesDeliver ServicesManage Financial ResourcesManage Human ResourcesManage Work ProcessesManage RelationshipsAchieve Public Value and BenefitStrategic Human Resource ManagementPlan and Align Human ResourcesHire WorkforceD

11、evelop WorkforceDeploy WorkforceReinforce Workforce PerformanceManage Human ResourcesStrategic HR Management ProcessesStrategic Human Resource ManagementManage Workforce PerformanceAchieve Public Value and BenefitPlan and Align Human ResourcesImmediate and direct Workforce structure and human resour

12、ce strategies and policies are aligned with the agencys strategic plan and resources. People understand cultural framework and HR management responsibilities.OutcomesOver time and across the organization Overall HR management foundation and accountability system is in place to build and sustain a pr

13、oductive, high performing workforce. Opportunities and IssuesnPlan how to use human resources to achieve strategic objectives.nPlan and manage multiple layers of change.nFocus on the competencies that are required for each individual position. nUtilize greater flexibility in classification system to

14、 make changes in employee duties and responsibilities in response to changing business needs.Plan and Align Human ResourcesImmediate and direct Best qualified candidates are hired. New hires are reviewed during appointment period.OutcomesHire WorkforceOver time and across the organization The right

15、people are in the right jobs.Opportunities and IssuesnPersonnel Reform decentralizes recruitment and hiring processes and gives agencies more flexibility to meet agency needs.nHiring managers have a broader pool of candidates to consider.nNon-permanent appointments are longer and more flexible.nMana

16、gers may, in many cases, extend a probationary period.nFor non-represented positions, additional compensation options may be available for recruitment and retention.Hire WorkforceImmediate and direct Employees know what is expected and how they are doing on ongoing basis. Workplace provides capacity

17、 to perform, is safe, and fosters effective relations.OutcomesDeploy WorkforceOver time and across the organization Employees have day-to-day support needed to perform their work successfully.Opportunities and IssuesnChanges in collective bargaining mean many fewer reasons to bargain with union and

18、more flexibility for agency leadership to take action.nEmployee rights to return to prior positions have changed.nNew layoff provisions provide agencies with some greater flexibility.Deploy WorkforceImmediate and direct Employees are engaged in development opportunities and seek to learn.OutcomesDev

19、elop WorkforceOver time and across the organization Employees have competencies for present position and career advancement.Opportunities and IssuesnCurrent agency practices for training and development remain in place.nTraining plans and courses will be linked to competencies.nStatewide leadership

20、competencies have been identified and will form the basis for revisions in the existing management and leadership development programs.Develop WorkforceImmediate and direct Employees clearly know how their performance contributes to success of the organization. Successful performance is timely rewarded; poor performance is timely eliminated.OutcomesReinforce Workforce PerformanceOver time and across the organization Successful performance is differentiated and strengthened. Employees are held acc