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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

• 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

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

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

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?