second ANNUAL PROVINCIAL PUBLIC SECTOR HUMAN RESOURCES MANAGEMENT CONVENTION: 19-21 September 2007 .


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2nd ANNUAL PROVINCIAL PUBLIC SECTOR HUMAN RESOURCES MANAGEMENT CONVENTION: 19-21 September 2007. Theme: Transforming Human Resources Management in the Public Sector: From transactional management to strategic boardroom partnerships . What the client Needed. Human Resources Accountability.
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second ANNUAL PROVINCIAL PUBLIC SECTOR HUMAN RESOURCES MANAGEMENT CONVENTION: 19-21 September 2007

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Theme: Transforming Human Resources Management in the Public Sector: From value-based administration to vital meeting room associations .

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What the customer Needed

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Human Resources Accountability Presented by Dr. Pat Naves

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MY INHERITANCE I CANNOT DISOWN, MY FUTURE I CAN CREATE Dr. P. Naves

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What is HR? HR is not on the Agenda of the CEO but rather HR is the Agenda , Jeff Immet of General Electric (Fortune 2004) Therefore the administration of individuals can\'t be the responsibility of HR (alone) It is, and ought to be dealt with as the main need of the CEO and subsequently of line administrators if the organization needs to contend adequately in their separate industry If the familiar aphorism that PEOPLE ARE THE MOST IMPORTANT ASSET is anything to pass by, then the Human Resources capacity is vital to hierarchical execution

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The Role Of HR The point of HR in the new economy is to empower the association to make esteem through individuals, practices and procedures, remembering that individuals are the aggressive edge of any association. Inside this setting the characterized part of HR must be seen as giving Human Resources items, administrations and arrangements that will empower the association to accomplish its set key goals Human Resources experts must work as individuals Champions and demonstrate their worth (likewise in quantitative terms) to the association

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HR Accountability characterized through the HR parts D. Ulrich

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For HR to be seen as an esteemed accomplice in the business, it must show firstly that human execution administration in the association is incorporated with business forms, and besides, that its exercises enhance hierarchical execution and add to the accomplishment of authoritative objectives. Human execution benchmarking gives the estimation devices to comprehend the effect of individuals Can HR increase the value of the association?

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HR FOCUS Organizational technique Organizational Challenges Human Capital Implications HR Focus Areas pertinent to tending to particular hierarchical set objectives Benchmarking Compare, Align and Integrate Measure

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Building Blocks for SABC Strategy Corporate Goals Content, Stakeholders Finance People Technology Governance and Performance Monitoring Organizational Values Conversations & Partnerships Building a Common Future Restoring Dignity Strategic Pillars People Operations Funding Technology Example Informed by vision of Broadcasting for Total Citizen Empowerment Inform the key objectives and targets inside the present execution administration system

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Human ability to actualize and abuse open doors might be enterprise\'s greatest test, and the SABC must create unit of initiative, administration and specialized limit structuredly that is measured and checked (this incorporates putting resources into industry advancement)

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HR ramifications of the procedure Provide Human Resources Management Leadership through; Ensuring that the SABC order and permit conditions are maintained, through individuals Ensuring that the Values of the association are settled in and coordinated in the everyday business exercises along these lines upgrading the way of life of the SABC as a favored manager Ensuring that individuals rehearses, forms, frameworks enables all Citizens, our need being our first residents ( our representatives)

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1. 1. Fascination Attraction 6. Exit 6. Way out Of abilities Of aptitudes 5. 5. Support and Maintenance and 2. Execution 2. Execution Nurturing 4. Improvement 4. Improvement 3. 3. Rewards Human Capital Performance structure Climate and society Employment Relations including E.E. Administration advancement Transformation The SABC illustration

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HR responsibility Begins with comprehension business methodology and the heading the business is taking keeping in mind the end goal to definer the HR part and responsibility In MY PLACE as HR LEADER HR offices need methodologies that characterize the particular results they convey to the business, together with items and administrations that will be conveyed to achieve that system. Dave Ulrich (1998)

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HR responsibility This should be possible in three ways, to be specific: Communicate to the association that the delicate staff matters and issues, for example, society change and scholarly capital, are basic to business achievement. Expressly characterize the deliverables from HR and consider HR responsible for results. Senior supervisors should unmistakably state what they anticipate from HR. Create and constantly overhaul the abilities of HR experts and professionals This will empower them to wind up vital accomplices. They have to work from a base of certainty and gain what time after time they don\'t get "Regard" This is a difficult request

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HR Accountability: HR framework arrangement HR framework arrangement implies evaluating how well the HR framework meets the prerequisites of the association\'s key execution framework. Another part of the HR scorecard is to gage the arrangement of the HR framework with drivers of the association technique execution process. Picking the right arrangement begins with distinguishing HR deliverables required to make esteem in the association, which thus shows the specifics of the HR framework that must strengthen each other keeping in mind the end goal to create those deliverables.

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HR Accountability: The elite work framework (HPWS) HR\'s key impact lays on an establishment of high performing * HR arrangements characterizing the structure inside which the association chooses to deal with its kin, * forms which incorporates very much characterized rules and operational techniques and * hones which characterizes the way of life and atmosphere of the association. The HPWS works through every HR capacity from a large scale level and highlights the execution introduction of every movement. HR directors require an arrangement of measures that keep the execution measurement of HR exercises at the front line of their consideration. These measures can be spoken to on the HR scorecard as basic switches, demonstrating the level of execution accomplished in quantifiable terms.

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HR Accountability cont. Thusly, particular arrangement measures will be connected straightforwardly to particular deliverables in the scorecard. In this case the HR administrator concentrates specifically on the human capital parts of those drivers. Arrangement measures require a mix of expert comprehension of HR with a careful information of the quality making procedure of the association. Just achievable through an association amongst HR and Line administration

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HR Accountability: Identifying HR effectiveness measures HR proficiency measures mirror the degree to which the HR capacity can help whatever remains of the association to create the required income and benefits. They concentrate on those "do-ables" that guarantee that administration conveyance is done in a financially savvy way. HR must have admittance to an extensive variety of benchmarks and cost principles by which its effectiveness can be measured. The costs should be isolated as per one of a kind speculations that make vital quality for the association. The entire thought of the HR scorecard is to guarantee that there is a harmony between HR costs and the quality that HR makes.

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HR deliverables trained by regard for both advantage and cost Rate of Return HR \'do-ables\' driven by cost control Undisciplined Attention to esteem creation that misinterprets benefits/disregards effectiveness Operational Strategic Balancing cost control and esteem creation

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HR Accountability: Balancing cost control and Value creation through individuals methodologies Balancing cost control and esteem creation measures assists HR supervisors with avoiding the inclination to concentrate on the advantages of HR\'s key endeavors while overlooking the expenses of those advantages. This exercise in careful control frames the very premise of the interface between the Balanced Scorecard and the HR scorecard.

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Balancing everything out to make esteem Business objectives People as Human Resources Organizational Performance Legislative Requirements

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HR FOCUS Organizational system Organizational Challenges Human Capital Implications HR Focus Areas applicable to tending to particular authoritative set objectives Benchmarking Compare, Align and Integrate Measure

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1. 1. Fascination Attraction 6. Exit 6. Way out Of abilities Of aptitudes 5. 5. Support and Maintenance and 2. Execution 2. Execution Nurturing 4. Advancement 4. Improvement 3. 3. Rewards Human Capital Performance structure Climate and society Employment Relations including E.E. Initiative improvement Transformation The SABC illustration

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HR Talent Management As we thump at the entryway of the CEO or of business, what do we bring to the table? How would we position ourselves and how persuading would we say we are? How would we characterize our space How would we impart certainty and trust in the meeting room that we are THE HR LEADER OF THE FUTURE? What are a portion of the HR key skills ?

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Some of the rising required HR capabilities Ability to oversee multifaceted nature Ability to empower gatherings to manufacture and cultivate durable connections Ability to comprehend and oversee hierarchical governmental issues Ability to coordinate procedures, frameworks, and so on .

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HR Leadership later on HR has gotten to be unpredictable HR has turned out to be additionally requesting HR has turned into a basic It needs activists It needs more than energy It needs great learning and data with a specific end goal to engage others HR individuals need bolster, they should be enabled, their aptitudes should be acknowledged .

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