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OverviewofStrategic

HumanResourceManagementMay2005EvaSantos,Director,DepartmentofPersonnelGinnyDale,AssistantDirector,PersonnelServicesHumanresourceleadershipandsolutionsOverviewofStrategic

HumanR1InvestinginHumanResourcesTocreateareturnontheinvestmentinourworkforce,leadershipandHumanResourcesmust—Assessthecapacityofmanagementtotakeonnewchallenges;DeterminethecapabilityofHumanResourcestoprovideguidanceandsupport;Establishaccountabilityatalllevelsforachievingresults.Leadershipmusttakeaction.Alignresourceswithagencymissionandpriorities.Createstructuresforsettingperformanceexpectations.Establishprocessesthatholdpeopleaccountable.Managersatalllevels—fromtheexecutivestofront-linesupervisors—areresponsibleforeffectivelymanagingtheworkforce.StrategicHumanResourceManagementInvestinginHumanResourcesTo2ResultsofStrategicHRManagementAlignsemployeeswithagencymissionstoachievethegreatestpublicbenefit.Valuesemployees–ourgreatestasset–

withfairness,dignity,andrespect.Ensureshigh-performancegovernmentthatrespondstochangingpublicneeds.SupportsGovernor’sdirectiveonGovernmentManagement,AccountabilityandPerformance(GMAP)Wehaveasimple,powerfulvision:Bestworkforce.Bestplacetowork.StrategicHumanResourceManagementResultsofStrategicHRManage3CreatingaPerformance-BasedCultureStateemployeesperformattheirbestandunderstandthattheireffortscontributetoachievingthemissionoftheiragency.Managersareheldaccountableforproducingthebestresultsatthebestcost.Citizensreceivetruevaluefortheirinvestmentinstategovernment.StrategicHumanResourceManagementCreatingaPerformance-BasedC4ChallengesandOpportunitiesMiddle-managementreductionsandothermandatestoreduceheadcount.Implementationofthenewcivilservicerulesandcollectivebargainingagreements.Developingprocessesandmeasurementsthatestablishaccountabilityforagenciesandindividuals.Managingallofthese(andother)changescreatesitsownsignificantchallenges.Resistancetochange – ImpactoncommitmentDisruptiontooperations – ChangesinworkloadsNeedfornewskills – AdaptingtonewexpectationsStrategicHumanResourceManagementChallengesandOpportunitiesMi5RolesandResponsibilityManagersbearresponsibilityformanagingthestate’sworkforce.TheHumanResourcescommunityisapartner.Deliverandenhanceoperationalprocesses.Identifyhumanresourcepracticesthatmakeagencymissionandstrategyhappen.Managetransformationandchange.Developemployeecompetence,capability,andcommitment.PersonnelReformmoveskeydecisionsoutfromtheDepartmentofPersonneltoagencies,anddowntomanagers.StrategicHumanResourceManagementRolesandResponsibilityManage6LinkingPeoplewithStrategyPrioritiesofGovernmentPlantheOrganizationStrategicPlanMobilizeResourcesDeliverServicesManageFinancialResourcesManageHumanResourcesManageWorkProcessesManageRelationshipsAchievePublicValueandBenefitStrategicHumanResourceManagementLinkingPeoplewithStrategyPr7PlanandAlignHumanResourcesHireWorkforceDevelopWorkforceDeployWorkforceReinforceWorkforcePerformanceManageHumanResourcesStrategicHRManagementProcessesStrategicHumanResourceManagementManageWorkforcePerformanceAchievePublicValueandBenefitPlanandAlignHumanResources8PlanandAlignHumanResourcesImmediateanddirectWorkforcestructureandhumanresourcestrategiesandpoliciesarealignedwiththeagency’sstrategicplanandresources.PeopleunderstandculturalframeworkandHRmanagementresponsibilities.OutcomesOvertimeandacrosstheorganizationOverallHRmanagementfoundationandaccountabilitysystemisinplacetobuildandsustainaproductive,highperformingworkforce.PlanandAlignHumanResources9OpportunitiesandIssuesPlanhowtousehumanresourcestoachievestrategicobjectives.Planandmanagemultiplelayersofchange.Focusonthecompetenciesthatarerequiredforeachindividualposition.Utilizegreaterflexibilityinclassificationsystemtomakechangesinemployeedutiesandresponsibilitiesinresponsetochangingbusinessneeds.PlanandAlignHumanResourcesOpportunitiesandIssuesPlanh10ImmediateanddirectBestqualifiedcandidatesarehired.Newhiresarereviewedduringappointmentperiod.OutcomesHireWorkforceOvertimeandacrosstheorganizationTherightpeopleareintherightjobs.ImmediateanddirectOutcomesHi11OpportunitiesandIssuesPersonnelReformdecentralizesrecruitmentandhiringprocessesandgivesagenciesmoreflexibilitytomeetagencyneeds.Hiringmanagershaveabroaderpoolofcandidatestoconsider.Non-permanentappointmentsarelongerandmoreflexible.Managersmay,inmanycases,extendaprobationaryperiod.Fornon-representedpositions,additionalcompensationoptionsmaybeavailableforrecruitmentandretention.HireWorkforceOpportunitiesandIssuesPerson12ImmediateanddirectEmployeesknowwhatisexpectedandhowtheyaredoingonongoingbasis.Workplaceprovidescapacitytoperform,issafe,andfosterseffectiverelations.OutcomesDeployWorkforceOvertimeandacrosstheorganizationEmployeeshaveday-to-daysupportneededtoperformtheirworksuccessfully.ImmediateanddirectOutcomesDe13OpportunitiesandIssuesChangesincollectivebargainingmeanmanyfewerreasonstobargainwithunionandmoreflexibilityforagencyleadershiptotakeaction.Employeerightstoreturntopriorpositionshavechanged.Newlayoffprovisionsprovideagencieswithsomegreaterflexibility.DeployWorkforceOpportunitiesandIssuesChange14ImmediateanddirectEmployeesareengagedindevelopmentopportunitiesandseektolearn.OutcomesDevelopWorkforceOvertimeandacrosstheorganizationEmployeeshavecompetenciesforpresentpositionandcareeradvancement.ImmediateanddirectOutcomesDe15OpportunitiesandIssuesCurrentagencypracticesfortraininganddevelopmentremaininplace.Trainingplansandcourseswillbelinkedtocompetencies.Statewideleadershipcompetencieshavebeenidentifiedandwillformthebasisforrevisionsintheexistingmanagementandleadershipdevelopmentprograms.DevelopWorkforceOpportunitiesandIssuesCurren16ImmediateanddirectEmployeesclearlyknowhowtheirperformancecontributestosuccessoftheorganization.Successfulperformanceistimelyrewarded;poorperformanceistimelyeliminated.OutcomesReinforceWorkforcePerformanceOvertimeandacrosstheorganizationSuccessfulperformanceisdifferentiatedandstrengthened.Employeesareheldaccountable.ImmediateanddirectOutcomesRe17OpportunitiesandIssuesNewprocessforperformanceassessments,linkedtoagencystrategicplanandcompetencies.Newrewardoptionsfornon-representedandWMS.Justcausestandardforall.Newgrievanceand/orappealrightsforemployees.ReinforceWorkforcePerformanceOpportunitiesandIssuesNewpr18UltimateOutcomesEmployeesarecommittedtotheirwork&thegoalsoftheorganization.Successful,productiveemployeesareretained.Agencyhasdepth&breadthofcompetenciesneededforpresent&futuresuccess.Theagencyisenabledtosuccessfullycarryoutitsmission.ThecitizensofWashingtonStatereceiveefficient,

cost-effectivegovernmentservices.StrategicHumanResourceManagementUltimateOutcomesEmployeesare19OverviewofStrategic

HumanResourceManagementMay2005EvaSantos,Director,DepartmentofPersonnelGinnyDale,AssistantDirector,PersonnelServicesHumanresourceleadershipandsolutionsOverviewofStrategic

HumanR20InvestinginHumanResourcesTocreateareturnontheinvestmentinourworkforce,leadershipandHumanResourcesmust—Assessthecapacityofmanagementtotakeonnewchallenges;DeterminethecapabilityofHumanResourcestoprovideguidanceandsupport;Establishaccountabilityatalllevelsforachievingresults.Leadershipmusttakeaction.Alignresourceswithagencymissionandpriorities.Createstructuresforsettingperformanceexpectations.Establishprocessesthatholdpeopleaccountable.Managersatalllevels—fromtheexecutivestofront-linesupervisors—areresponsibleforeffectivelymanagingtheworkforce.StrategicHumanResourceManagementInvestinginHumanResourcesTo21ResultsofStrategicHRManagementAlignsemployeeswithagencymissionstoachievethegreatestpublicbenefit.Valuesemployees–ourgreatestasset–

withfairness,dignity,andrespect.Ensureshigh-performancegovernmentthatrespondstochangingpublicneeds.SupportsGovernor’sdirectiveonGovernmentManagement,AccountabilityandPerformance(GMAP)Wehaveasimple,powerfulvision:Bestworkforce.Bestplacetowork.StrategicHumanResourceManagementResultsofStrategicHRManage22CreatingaPerformance-BasedCultureStateemployeesperformattheirbestandunderstandthattheireffortscontributetoachievingthemissionoftheiragency.Managersareheldaccountableforproducingthebestresultsatthebestcost.Citizensreceivetruevaluefortheirinvestmentinstategovernment.StrategicHumanResourceManagementCreatingaPerformance-BasedC23ChallengesandOpportunitiesMiddle-managementreductionsandothermandatestoreduceheadcount.Implementationofthenewcivilservicerulesandcollectivebargainingagreements.Developingprocessesandmeasurementsthatestablishaccountabilityforagenciesandindividuals.Managingallofthese(andother)changescreatesitsownsignificantchallenges.Resistancetochange – ImpactoncommitmentDisruptiontooperations – ChangesinworkloadsNeedfornewskills – AdaptingtonewexpectationsStrategicHumanResourceManagementChallengesandOpportunitiesMi24RolesandResponsibilityManagersbearresponsibilityformanagingthestate’sworkforce.TheHumanResourcescommunityisapartner.Deliverandenhanceoperationalprocesses.Identifyhumanresourcepracticesthatmakeagencymissionandstrategyhappen.Managetransformationandchange.Developemployeecompetence,capability,andcommitment.PersonnelReformmoveskeydecisionsoutfromtheDepartmentofPersonneltoagencies,anddowntomanagers.StrategicHumanResourceManagementRolesandResponsibilityManage25LinkingPeoplewithStrategyPrioritiesofGovernmentPlantheOrganizationStrategicPlanMobilizeResourcesDeliverServicesManageFinancialResourcesManageHumanResourcesManageWorkProcessesManageRelationshipsAchievePublicValueandBenefitStrategicHumanResourceManagementLinkingPeoplewithStrategyPr26PlanandAlignHumanResourcesHireWorkforceDevelopWorkforceDeployWorkforceReinforceWorkforcePerformanceManageHumanResourcesStrategicHRManagementProcessesStrategicHumanResourceManagementManageWorkforcePerformanceAchievePublicValueandBenefitPlanandAlignHumanResources27PlanandAlignHumanResourcesImmediateanddirectWorkforcestructureandhumanresourcestrategiesandpoliciesarealignedwiththeagency’sstrategicplanandresources.PeopleunderstandculturalframeworkandHRmanagementresponsibilities.OutcomesOvertimeandacrosstheorganizationOverallHRmanagementfoundationandaccountabilitysystemisinplacetobuildandsustainaproductive,highperformingworkforce.PlanandAlignHumanResources28OpportunitiesandIssuesPlanhowtousehumanresourcestoachievestrategicobjectives.Planandmanagemultiplelayersofchange.Focusonthecompetenciesthatarerequiredforeachindividualposition.Utilizegreaterflexibilityinclassificationsystemtomakechangesinemployeedutiesandresponsibilitiesinresponsetochangingbusinessneeds.PlanandAlignHumanResourcesOpportunitiesandIssuesPlanh29ImmediateanddirectBestqualifiedcandidatesarehired.Newhiresarereviewedduringappointmentperiod.OutcomesHireWorkforceOvertimeandacrosstheorganizationTherightpeopleareintherightjobs.ImmediateanddirectOutcomesHi30OpportunitiesandIssuesPersonnelReformdecentralizesrecruitmentandhiringprocessesandgivesagenciesmoreflexibilitytomeetagencyneeds.Hiringmanagershaveabroaderpoolofcandidatestoconsider.Non-permanentappointmentsarelongerandmoreflexible.Managersmay,inmanycases,extendaprobationaryperiod.Fornon-representedpositions,additionalcompensationoptionsmaybeavailableforrecruitmentandretention.HireWorkforceOpportunitiesandIssuesPerson31ImmediateanddirectEmployeesknowwhatisexpectedandhowtheyaredoingonongoingbasis.Workplaceprovidescapacitytoperform,issafe,andfosterseffectiverelations.OutcomesDeployWorkforceOvertimeandacrosstheorganizationEmployeeshaveday-to-daysupportneededtoperformtheirworksuccessfully.ImmediateanddirectOutcomesDe32OpportunitiesandIssuesChangesincollectivebargainingmeanmanyfewerreasonstobargainwithunionandmoreflexibilityforagencyleadershiptotakeaction.Employeerightstoreturntopriorpositionshavechanged.Newlayoffprovisionsprovideagencieswithsomegreaterflexibility.DeployWorkforceOpportunitiesandIssuesChange33ImmediateanddirectEmployeesareengagedindevelopmentopportunitiesandseektolearn.OutcomesDevelopWorkforceOvertimeandacrosstheorganizationEmployeeshavecompetenciesforpresentpositionandcareeradvancement.Immediateand

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