Contemporary issues onHRM- and Training inNational Statistical Institutes
Workshop on Human Resources Management & Training Budapest, 5-7 september 2012
Wouter Jan van MuiswinkelStatistics Netherlands
Content of presentation
1. Introduction
2. Challenges for NSI’s
3. Developing HRM&T
4. Working together
2
1. Introduction
General introduction to the Workshop:
Main idea: • Exchange experiences• Develop good practices on HRM&T
Background:• 56 UNECE countries (42 present)• Variety of challenges
relevance for participants
further develop HRM&T in your NSI
3
2. Challenges for NSI’s
• Changes in society increase need for more & quicker statistics• Official statistics need to stay relevant to the modern world
New and better statistics & services
HLG-BAS Challenge for HRM&T Vision & strategy integral part of Business strategy NSI Forward looking policies & practices
4
October 2011: Informal questionnaire to NSI’s Challenges regarding HRM&T / Business architecture Focus points HRM&T policy Currently used tools & needed tools for 2013-2018
24 countries replied (Results in Room document)
Analysis:
Proposed Topics for the Workshop..
5
New statistical techniques / methods
Budget cuts &Staff-reduction
Image of Statistics /NSI
TRAINING HRM
E-Learning E-Learning
HLG - BAS
Msc. official statisticsMsc. official statistics
Training Program Training Program
Management DevelopmentManagement Development
Work EnvironmentWork Environment
Strategic Personnel Planning
Strategic Personnel Planning
Recruiting Recruiting
MobilityMobility
Knowledge ManagementKnowledge ManagementPerformance review Performance review Training new recruits Training new recruits
Development plansDevelopment plans
3. Developing HRM&T
Model to (roughly) determine degree of development
Degrees:
1. Basic HRM
2. Administrative
3. Instrument-based
4. Policy-based
5. Strategic
Visualized in a Pyramid
7
Policy-based HRM&T - Mobility - ManagementDevelopment -Training current & next job
Instrument-based HRM & Training: - Working contract – feedback - evaluation – - Training on excellence in Current job
Administrative HRM: Mutual work relations - Administrative HRM-system - Employee rights - w ork conditions - attractive employer - Secondary terms of employment (holidays, extra’s etc.) - Training on basic issues
De
Basic HRM: - - Primary terms of employment: Employer sets rules/ duties for employees
- Collective Bargaining Arrangement betw een employer and unions/ social plans (w orking hours rest times)
Strategic
Tactical
Operational
Strategic HRM & T
Strategic Personnel Planning Know ledge management
Re-active
Active
Pro-active
Focus
Levels of development
Coping strategy
8
9
Administrative HRM: Mutual work relations - Administrative HRM-system - Employee rights - w ork conditions - attractive employer - Secondary terms of employment (holidays, extra’s etc.) - Training on basic issues
De
Basic HRM: - - Primary terms of employment: Employer sets rules/ duties for employees
- Collective Bargaining Arrangement betw een employer and unions/ social plans (w orking hours rest times)
Operational
Re-active
Operational HRM
Tactical HRM&T
10
Policy-based HRM&T - Mobility - ManagementDevelopment -Training current & next job
Instrument-based HRM & Training: - Working contract – feedback - evaluation – - Training on excellence in Current job
Tactical
Strategic HRM & T
Active
Strategic HRM&T
11
Strategic
Strategic HRM & T
Strategic Personnel Planning Know ledge management
Pro-active
12
Policy-based HRM&T - Mobility - ManagementDevelopment -Training current & next job
Instrument-based HRM & Training: - Working contract – feedback - evaluation – - Training on excellence in Current job
Administrative HRM: Mutual work relations - Administrative HRM-system - Employee rights - w ork conditions - attractive employer - Secondary terms of employment (holidays, extra’s etc.) - Training on basic issues
De
Basic HRM: - - Primary terms of employment: Employer sets rules/ duties for employees
- Collective Bargaining Arrangement betw een employer and unions/ social plans (w orking hours rest times)
Strategic
Tactical
Operational
Strategic HRM & T
Strategic Personnel Planning Know ledge management
Re-active
Active
Pro-active
Where is your NSI? What is ambition for a next step?What is needed for next level?
Where is your NSI? What is ambition for a next step?What is needed for next level?
StandardiseStandardise
OptimizeOptimize
IntegrateIntegrate
AnticipateAnticipate
4. Working together..
14
Scope: All NSI’s: big challenges ahead!• tactical & strategic HRM&T• do more with less..
Workshop: 12 topics on different development degrees • get informed• give feedback • share good practices
Discussions help to:• understand and make practical• apply to local NSI’s• generate energy!
Scope: All NSI’s: big challenges ahead!• tactical & strategic HRM&T• do more with less..
Workshop: 12 topics on different development degrees • get informed• give feedback • share good practices
Discussions help to:• understand and make practical• apply to local NSI’s• generate energy!