战略人力资源管理讲义

OverviewofStrategicHumanResourceManagementMay2005EvaSantos,Director,DepartmentofPersonnelGinnyDale,AssistantDirector,PersonnelServicesHumanresourceleadershipandsolutionsInvestinginHumanResourcesTocreateareturnontheinvestmentinourworkforce,leadershipandHumanResourcesmust—–Assessthecapacityofmanagementtotakeonnewchallenges;–DeterminethecapabilityofHumanResourcestoprovideguidanceandsupport;–Establishaccountabilityatalllevelsforachievingresults.Leadershipmusttakeaction.–Alignresourceswithagencymissionandpriorities.–Createstructuresforsettingperformanceexpectations.–Establishprocessesthatholdpeopleaccountable.Managersatalllevels—fromtheexecutivestofront-linesupervisors—areresponsibleforeffectivelymanagingtheworkforce.StrategicHumanResourceManagementResultsofStrategicHRManagementAlignsemployeeswithagencymissionstoachievethegreatestpublicbenefit.Valuesemployees–ourgreatestasset–withfairness,dignity,andrespect.Ensureshigh-performancegovernmentthatrespondstochangingpublicneeds.SupportsGovernor’sdirectiveonGovernmentManagement,AccountabilityandPerformance(GMAP)Wehaveasimple,powerfulvision:Bestworkforce.Bestplacetowork.StrategicHumanResourceManagementCreatingaPerformance-BasedCultureStateemployeesperformattheirbestandunderstandthattheireffortscontributetoachievingthemissionoftheiragency.Managersareheldaccountableforproducingthebestresultsatthebestcost.Citizensreceivetruevaluefortheirinvestmentinstategovernment.StrategicHumanResourceManagementChallengesandOpportunitiesMiddle-managementreductionsandothermandatestoreduceheadcount.Implementationofthenewcivilservicerulesandcollectivebargainingagreements.Developingprocessesandmeasurementsthatestablishaccountabilityforagenciesandindividuals.Managingallofthese(andother)changescreatesitsownsignificantchallenges.–Resistancetochange–Impactoncommitment–Disruptiontooperations–Changesinworkloads–Needfornewskills–AdaptingtonewexpectationsStrategicHumanResourceManagementRolesandResponsibilityManagersbearresponsibilityformanagingthestate’sworkforce.TheHumanResourcescommunityisapartner.–Deliverandenhanceoperationalprocesses.–Identifyhumanresourcepracticesthatmakeagencymissionandstrategyhappen.–Managetransformationandchange.–Developemployeecompetence,capability,andcommitment.PersonnelReformmoveskeydecisionsoutfromtheDepartmentofPersonneltoagencies,anddowntomanagers.StrategicHumanResourceManagementLinkingPeoplewithStrategyPrioritiesofGovernmentPlantheOrganizationStrategicPlanMobilizeResourcesDeliverServicesManageFinancialResourcesManageHumanResourcesManageWorkProcessesManageRelationshipsAchievePublicValueandBenefitStrategicHumanResourceManagementPlanandAlignHumanResourcesHireWorkforceDevelopWorkforceDeployWorkforceReinforceWorkforcePerformanceManageHumanResourcesStrategicHRManagementProcessesStrategicHumanResourceManagementManageWorkforcePerformanceAchievePublicValueandBenefitPlanandAlignHumanResourcesImmediateanddirect•Workforcestructureandhumanresourcestrategiesandpoliciesarealignedwiththeagency’sstrategicplanandresources.•PeopleunderstandculturalframeworkandHRmanagementresponsibilities.OutcomesOvertimeandacrosstheorganization•OverallHRmanagementfoundationandaccountabilitysystemisinplacetobuildandsustainaproductive,highperformingworkforce.OpportunitiesandIssuesPlanhowtousehumanresourcestoachievestrategicobjectives.Planandmanagemultiplelayersofchange.Focusonthecompetenciesthatarerequiredforeachindividualposition.Utilizegreaterflexibilityinclassificationsystemtomakechangesinemployeedutiesandresponsibilitiesinresponsetochangingbusinessneeds.PlanandAlignHumanResourcesImmediateanddirect•Bestqualifiedcandidatesarehired.•Newhiresarereviewedduringappointmentperiod.OutcomesHireWorkforceOvertimeandacrosstheorganization•Therightpeopleareintherightjobs.OpportunitiesandIssuesPersonnelReformdecentralizesrecruitmentandhiringprocessesandgivesagenciesmoreflexibilitytomeetagencyneeds.Hiringmanagershaveabroaderpoolofcandidatestoconsider.Non-permanentappointmentsarelongerandmoreflexible.Managersmay,inmanycases,extendaprobationaryperiod.Fornon-representedpositions,additionalcompensationoptionsmaybeavailableforrecruitmentandretention.HireWorkforceImmediateanddirect•Employeesknowwhatisexpectedandhowtheyaredoingonongoingbasis.•Workplaceprovidescapacitytoperform,issafe,andfosterseffectiverelations.OutcomesDeployWorkforceOvertimeandacrosstheorganization•Employeeshaveday-to-daysupportneededtoperformtheirworksuccessfully.OpportunitiesandIssuesChangesincollectivebargainingmeanmanyfewerreasonstobargainwithunionandmoreflexibilityforagencyleadershiptotakeaction.Employeerightstoreturntopriorpositionshavechanged.Newlayoffprovisionsprovideagencieswithsomegreaterflexibility.DeployWorkforceImmediateanddirect•Employeesareengagedindevelopmentopportunitiesandseektolearn.OutcomesDevelopWorkforceOvertimeandacrosstheorganization•Employeeshavecompetenciesforpresentpositionandcareeradvancement.OpportunitiesandIssuesCurrentagencypracticesfortraininganddevelopmentremaininplace.Trainingplansandcoursesw