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![Page 1: 1 Presentation and discussion in session of Module 2: External vs. Internal recruitment and future leaders in offices statistics Geneva 2010 Hans-Joachim.](https://reader036.fdocuments.net/reader036/viewer/2022083007/56649e1b5503460f94b09c49/html5/thumbnails/1.jpg)
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Presentation and discussion in session of Module 2:
External vs. Internal recruitment and future leaders in offices
statistics
Geneva 2010
Hans-Joachim Rieger
![Page 2: 1 Presentation and discussion in session of Module 2: External vs. Internal recruitment and future leaders in offices statistics Geneva 2010 Hans-Joachim.](https://reader036.fdocuments.net/reader036/viewer/2022083007/56649e1b5503460f94b09c49/html5/thumbnails/2.jpg)
• Start: !!! ???
• Modul 2
• Final: !!!!!!!!!!!!!!!!!!!!!!! ????????????????
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Contents of module 2
1. How to identify and train future leaders in official statistics (Sweden)
2. Recruitment and development at statistics Canada
3. Competency-based people management (Brazil)4. Statistics Finland´s Personnel Survey5. Methods and main results of staff migration
motivation research at the Hungarian Central Statistical Office
![Page 4: 1 Presentation and discussion in session of Module 2: External vs. Internal recruitment and future leaders in offices statistics Geneva 2010 Hans-Joachim.](https://reader036.fdocuments.net/reader036/viewer/2022083007/56649e1b5503460f94b09c49/html5/thumbnails/4.jpg)
Topics and discussion (1)
• Management and leadership:– Divide management profiles from leadership
profiles– Manager / leadership have their own profession– Own and different qualification– Job mach test for leadership potentials– Train future leaders: following the key
competences– Coaching as a tool for top management
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Topics and discussion (2)
tools:– Survey, questionnaires,
(strengthening the view of staff members)– Exit interviews– Rotation as a tool to widen views
Organisation:– HR departments established – HR part of the strategic plan
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Topics and discussion (3)
General:
• Allocate the right persons to the leading position
• From results to action (divided in well being group and management team)
• Job satisfaction is a strategic measure
• Systematic approach needed
• job fairs to get best students6
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Topics and discussion (4)
High staff turn over - motivation:– Training for leave? Most leavers are younger
then 35 years– Challenging and heavy workload is not
demotivating, – Feed back and recognition (leadership!) is
motivating– Flexi work time is a bonus for motivation
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Topics and discussion (5)
Competencies:
• Defining and mapping institutional and functional competencies
• Produce development plans and learning tracks (software data base based: job recruitments, profiles and competences
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Topics and discussion (6)
Team work
• Team development, focusing instruments on team not only on individuals
• Cooperation and participation
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Missing and open questions
• We have identified problems – where are the (possible) solutions? Which problems are not solvable by HR.
• Identified problem: Consequences: what to do with staff who does not perform properly
• Assistance for own decision making is missing• Statistics is also a routine work: what type of
people are needed? • Staffs interest has always to be taken into
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Suggestion: Way forward
• Guidelines for HR with practical measures and tools as well as for decision making
• List of practical examples of success and failure with analyses
• Sub working groups HR on specific topics: i.e. staff appraisal, advanced training steering, leadership development,
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Thank you for listening
• Any things to add?