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Workshop on Human Resources Management and Training in Statistical Workshop on Human Resources Management and Training in Statistical Offices 14-16 September 2010Offices 14-16 September 2010

Setting up in-house training: Some issues to considerBy Dag Roll-Hansen (dag.roll-hansen@ssb.no),

Division for international development cooperation in Statistics Norway

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Co-operation countries

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Technology is not enough

• Employees work harder as a result of more involvement, commitment and affection, resulting from a high degree of autonomy and control over work processes.

• Employees work smarter because they are encouraged to develop their skills and competence in general.

• Employees work more responsibly, because more responsibility is in their hands.

Pfeffer, J., and Veiga, J. F. (1999), "Putting people first for organizational success", Academy of Management Executive, Vol. 13 No. 2, pp. 37-48.

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Why train in-house?• The quality of a National Statistical Institute (NSI) to

a large degree depends on the performance of the employees.

• The skills needed in a national statistical institute are a mix of theoretical knowledge and practical skills.

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• We are not producing maize or building houses. Our raw material is human beings. That is what we have to develop.

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Training must do two things:“First it must move your

attitude.

Second the skills you gain can only be seen in your work. If work has not changed, then training has done nothing.

And remember, the knowledge you gain is not yours. You have to pass it on to others.”

Mr. Isaiah Chol Aruai, Chairperson of SSCCSE, Southern Sudan

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Using the statistics business process model to identify training needs

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Gap analysis

Tasks What kind of

knowledge do we need?

What do we have?

How can we get what we lack?

Who? When?

1 ….. 2 ….. 3 …..

1 ….. 2 ….. 3 …..

1 ….. 2 ….. 3 …..

1 ….. 2 ….. 3 …..

1 ….. 2 ….. 3 …..

1 ….. 2 ….. 3 …..

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Mapping competence with a surveyNeed for training on short and medium term Describe your current own skills and your own needs for further training given your current area of work for each of the listed soft wares and subject matter theories etc on a scale from 1 to 6 (1=low knowledge/low need for training, 6=high competence/high need for training)

Current own skills (tick only one box)

Own need for more training (tick only one box)

code topic

Is this topic relevant for your current area of work? If no, skip to next line If yes, check the rest of this line

low skill -----> high skill low priority---->high priority

If high own need for training (priority 5-6) specify further on topics for training (in writing/key words)

Soft ware

01 Word No Yes 1 2 3 4 5 6 1 2 3 4 5 6

02 Power Point No Yes 1 2 3 4 5 6 1 2 3 4 5 6

Resource persons for training courses + Provided that internal training courses will be arranged, please list codes (see section B) for topics that you find that you could contribute as a lecturer alone or together with a team with the purpose to train SSCCSE colleagues and possibly also invited external staff

topic Code from B Comments, ideas, for further discussion, training course design etc.

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Sustainable in-house training

• Focus on an up-coming task

• Draw on existing skills in the organisation

• Use local assistant teachers

• Giving training in-house makes it possible to tailor it to the needs of an NSO and have it at a convenient time

• Skills are forgotten if not used

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Training the “untrainables”

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Participant A

Participant B

Training input

Competence

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Evaluate training

• Questionnaires

• Interview employees

• Test skills

• Monitor improvements

• Performance appraisal/development talk

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Four programs

• Program for new employees: Basic level

• Training of statisticians: Intermediate level

• Training and certification of senior statisticians: High level

• User seminars

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Program for new employees: Basic level

Receive new employees in a way that makes them understand the organisation, the statistical process, their tasks and that integrates them socially as fast as possible.

Core topics:

• Basic skills

• Organisational issues

• Statistical thinking

• Practical information on HR-issues, IT-systems and tools

• The relation to users and international cooperation

• Career development

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Training of statisticians: Intermediate level

The needed skills may be quite specialised and vary depending on the statistics in question.

• The statistical production process

• Training in economic statistics

• Training in demography and social statistics

• General topics

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Training and certification of senior statisticians: Developing leading professionals

The over all aim of training Senior statisticians is to improve the quality of statistics produced by building on colleagues with a thorough knowledge of:

• The statistical system; the legal ground, statistical methodology, standards, data security and user needs.

• The statistical production process; data gathering, data processing, analysis and dissemination.

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User seminars

We do not make statistics for ourselves. To be used, it must be perceived as useful. Measures should be taken to ensure that statistics are usable for making policy based on evidence.

• Identifying data to collect - defining the questions we are trying to answer

• Making use of statistics - learning about the interpretation and use of statistics, including its limitations.

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Future challenges

• Building commitment

• Training material

• Motivation to teach