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免费2013幼儿园小班数学课件_认识形状 2 3 7 8 9 10 11 12 OverviewofStrategicHumanResourceManagementMay2005EvaSantos,Director,DepartmentofPersonnelGinnyDale,AssistantDirector,PersonnelServicesHumanresourceleadershipandsolutions InvestinginHumanResourcesTocreateareturnontheinvestmentinourworkforce,leadershipandHumanResourcesmust—Assessthecapacityofmanagementtotakeonnewchallenges;DeterminethecapabilityofHumanResourcestoprovideguidanceandsupport;Establishaccountabilityatalllevelsforachievingresults.Leadershipmusttakeaction.Alignresourceswithagencymissionandpriorities.Createstructuresforsettingperformanceexpectations.Establishprocessesthatholdpeopleaccountable.Managersatalllevels—fromtheexecutivestofront-linesupervisors—areresponsibleforeffectivelymanagingtheworkforce.StrategicHumanResourceManagement ResultsofStrategicHRManagementAlignsemployeeswithagencymissionstoachievethegreatestpublicbenefit.Valuesemployees–ourgreatestasset–withfairness,dignity,andrespect.Ensureshigh-performancegovernmentthatrespondstochangingpublicneeds.SupportsGovernor’sdirectiveonGovernmentManagement,AccountabilityandPerformance(GMAP)Wehaveasimple,powerfulvision:Bestworkforce.Bestplacetowork.StrategicHumanResourceManagement CreatingaPerformance-BasedCultureStateemployeesperformattheirbestandunderstandthattheireffortscontributetoachievingthemissionoftheiragency.Managersareheldaccountableforproducingthebestresultsatthebestcost.Citizensreceivetruevaluefortheirinvestmentinstategovernment.StrategicHumanResourceManagement ChallengesandOpportunitiesMiddle-managementreductionsandothermandatestoreduceheadcount.Implementationofthenewcivilservicerulesandcollectivebargainingagreements.Developingprocessesandmeasurementsthatestablishaccountabilityforagenciesandindividuals.Managingallofthese(andother)changescreatesitsownsignificantchallenges.Resistancetochange–ImpactoncommitmentDisruptiontooperations–ChangesinworkloadsNeedfornewskills–AdaptingtonewexpectationsStrategicHumanResourceManagement RolesandResponsibilityManagersbearresponsibilityformanagingthestate’sworkforce.TheHumanResourcescommunityisapartner.Deliverandenhanceoperationalprocesses.Identifyhumanresourcepracticesthatmakeagencymissionandstrategyhappen.Managetransformationandchange.Developemployeecompetence,capability,andcommitment.PersonnelReformmoveskeydecisionsoutfromtheDepartmentofPersonneltoagencies,anddowntomanagers.StrategicHumanResourceManagement LinkingPeoplewithStrategyPrioritiesofGovernmentPlantheOrganizationStrategicPlanMobilizeResourcesDeliverServicesManageFinancialResourcesManageHumanResourcesManageWorkProcessesManageRelationshipsAchievePublicValueandBenefitStrategicHumanResourceManagement PlanandAlignHumanResourcesHireWorkforceDevelopWorkforceDeployWorkforceReinforceWorkforcePerformanceManageHumanResourcesStrategicHRManagementProcessesStrategicHumanResourceManagementManageWorkforcePerformanceAchievePublicValueandBenefit PlanandAlignHumanResourcesImmediateanddirectWorkforcestructureandhumanresourcestrategiesandpoliciesarealignedwiththeagency’sstrategicplanandresources.PeopleunderstandculturalframeworkandHRmanagementresponsibilities.OutcomesOvertimeandacrosstheorganizationOverallHRmanagementfoundationandaccountabilitysystemisinplacetobuildandsustainaproductive,highperformingworkforce. OpportunitiesandIssuesPlanhowtousehumanresourcestoachievestrategicobjectives.Planandmanagemultiplelayersofchange.Focusonthecompetenciesthatarerequiredforeachindividualposition.Utilizegreaterflexibilityinclassificationsystemtomakechangesinemployeedutiesandresponsibilitiesinresponsetochangingbusinessneeds.PlanandAlignHumanResources ImmediateanddirectBestqualifiedcandidatesarehired.Newhiresarereviewedduringappointmentperiod.OutcomesHireWorkforceOvertimeandacrosstheorganizationTherightpeopleareintherightjobs. OpportunitiesandIssuesPersonnelReformdecentralizesrecruitmentandhiringprocessesandgivesagenciesmoreflexibilitytomeetagencyneeds.Hiringmanagershaveabroaderpoolofcandidatestoconsider.Non-permanentappointmentsarelongerandmoreflexible.Managersmay,inmanycases,extendaprobationaryperiod.Fornon-representedpositions,additionalcompensationoptionsmaybeavailableforrecruitmentandretention.HireWorkforce ImmediateanddirectEmployeesknowwhatisexpectedandhowtheyaredoingonongoingbasis.Workplaceprovidescapacitytoperform,issafe,andfosterseffectiverelations.OutcomesDeployWorkforceOvertimeandacrosstheorganizationEmployeeshaveday-to-daysupportneededtoperformtheirworksuccessfully. OpportunitiesandIssuesChangesincollectivebargainingmeanmanyfewerreasonstobargainwithunionandmoreflexibilityforagencyleadershiptotakeaction.Employeerightstoreturntopriorpositionshavechanged.Newlayoffprovisionsprovideagencieswithsomegreaterflexibility.DeployWorkforce ImmediateanddirectEmployeesareengagedindevelopmentopportunitiesandseektolearn.OutcomesDevelopWorkforceOvertimeandacrosstheorganizationEmployeeshavecompetenciesforpresentpositionandcareeradvancement. OpportunitiesandIssuesCurrentagencypracticesfortraininganddevelopmentremaininplace.Trainingplansandcourseswillbelinkedtocompetencies.Statewideleadershipcompetencieshavebeenidentifiedandwillformthebasisforrevisionsintheexistingmanagementandleadershipdevelopmentprograms.DevelopWorkforce ImmediateanddirectEmployeesclearlyknowhowtheirperformancecontributestosuccessoftheorganization.Successfulperformanceistimelyrewarded;poorperformanceistimelyeliminated.OutcomesReinforceWorkforcePerformanceOvertimeandacrosstheorganizationSuccessfulperformanceisdifferentiatedandstrengthened.Employeesareheldaccountable. OpportunitiesandIssuesNewprocessforperformanceassessments,linkedtoagencystrategicplanandcompetencies.Newrewardoptionsfornon-representedandWMS.Justcausestandardforall.Newgrievanceand/orappealrightsforemployees.ReinforceWorkforcePerformance UltimateOutcomesEmployeesarecommittedtotheirwork&thegoalsoftheorganization.Successful,productiveemployeesareretained.Agencyhasdepth&breadthofcompetenciesneededforpresent&futuresuccess.Theagencyisenabledtosuccessfullycarryoutitsmission.ThecitizensofWashingtonStatereceiveefficient,cost-effectivegovernmentservices.StrategicHumanResourceManagement