FLOW OF PRESENTATION
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Transcript of FLOW OF PRESENTATION
FLOW OF PRESENTATION•Learning outcomes•Introduction; meaning of
strategic management &strategic human resourcemanagement.
•meaning of Human resourceplanning.
•Meaning of OPRAS•linkage among them
Learning outcome•Increase understanding of
strategic management,strategic planning, humanresource planning and OPRAS.
•Increase the understandingamong the three.
•Understand their linkages andhow they integrate.
•Improve service delivery.
Strategic management… a process for analyzing a
company’s competitivesituation, developing thecompany’s strategic goals anddevising a plan of action andallocation of resources( human,organizational, financial andphysical) that will increase thelikelihood of achieving thesegoals.
Strategic mgtcont.It is more broader, going beyond
strategy formulation. It is a setof decision and actions thatresult in formulation andimplementation of plansdesigned to achieve anorganization’s objectives(medium/ long term)…
Strategic planningThis is the process of deciding on
the programmes that theorganization will undertake,together with the approximateamount of resources that willbe allocated to each programmeover several years.
Strategic planningcont• Strategic planning process.The process entail the strategic
analysis by evaluating the internaland external environment by theanswer on this question. What is thecurrent position of the org? thisidentifies org assets, resources andskills (strength & weakness) andopportunity and threats on externalenvironment.
Strategic planningcont• Strategic formulation one need to
ask, where does the org want to be?what does the org want to be?Formulation of the vision, missionthe purpose of existence, goal andstrategies
• Strategy of implementation this isachieved by answering the questionon how can the org get where itwants to be? need to prepare annualplan &structuring the org structureto sweet the enviroment.
Strategic planningcont•Strategic control is reveled on
getting to answer on thequestion on how will the orgknow when it has arrived?Monitoring the org’s progresstowards fulfilling its missionand taking the remedial actions
Strategic human resourcemgt•The pattern of planned human
resource deployments andactivities intended to enable anorganization to achieve its goalin medium and long term
HRP HUMANRESOURCES PLANNINGThe word resources" refers to theproductive power of natural goods. HRis therefore the productive power inhuman beings.
HRP Is defined as the systematic andcontinuing process of analyzing anorganizations HR needs under thechanging conditions and developpersonnel policies. (Armstrong Michael)
HRP Cont
• It is the process of getting the rightnumber of qualified people into theright job at the right time.
• It is the process of matching theinternal (existing employee) andexternal (those to be hired orsearched for).
• It is the integral part of the council’sstrategic plan and budgetingprocedures.
HRP Cont
• Strategic plan is the determinationof over all organizational purposesand objectives and how they are tobe achieved.
• Its when the organization strategicplan have been formulated, HRP canequally be undertaken.
Aim of HRP
• It focuses to ensure that the organizationobtain and retain the quantity and qualityof people it needs.
• Focuses to make the best use of HRs.
• Is able to anticipate the problems ofpotential surpluses or deficits of people
Aim of HRP Cont
•It is an attempt to address thepotential and developmentalneeds of employees In order tofoster quality, commitment andproductivity in the workforce atthe work place.
Aim of HRP Cont
• Help to develop a well trained andflexible workforce thus contributingto the orgs ability to adapt to anuncertain and changing environment.
• It assist to reduce the dependenceon the external recruitment whenkey skills are in short supply byformulating retention as well as HRdev strategies.
HRP ProcessThere are factors that affectsthe whole process of HRP, whichincludes;The goals of controlling theorganization interest.Government policies. E.g theTanzania public serviceemployment policy of 1999.Types of people to be employedand the tasks they perform alsodetermine the kind of planning.
HRP ProcessCont.Most of those factors are in
the internal and externalenvironment that influencingthe org’s HR plan.
All org’s HRP share certainfeatures or distinct phases;
•Situation analysis, i.eenvironmental scanning andstrategic planning.
HRP Process Cont
•Forecasting HR demands.•HR supply forecasting.•Action decisions in HRP
OPRASHRP can be supplemented bythe application of OpenPerformance Review andAppraisal System –OPRAS.In the past recruitment was notmeritocratic, unethical conductwas the order of the day. HenceWorking morale was low.
OPRAS cont
The facts mentioned abovedeteriorated the public serviceand marked the poorperformance in the servicedelivery. It reached the timewhen every one was blamingthe poor performance of thegovt.
OPRAS ContOPRAS is a system within themgt systems, it is a resultoriented, initiating commitment,empowering workersparticipation and decisionmaking. Its transparent andmeasures the value for money.
OPRAS ContPrerequisite condition for OPRAS.• Job description of each individual
and specific measurementobjectives.
• Availability of org strategic plan.• Clear org objective and the
performance criteria.• Availability of physical, HRs and
financial resources.
Prerequisite condition forOPRAS Cont.•Actors and their clear
responsibilities.
Actions to consider inImplementation.
•Scanning of the resources andcompetence.
•Identification of co institutions
Actions to consider inImplementationContto consult eg PSM.Its is essential to address thisaspect because it helps topriorities the objective and timeframe of performance/implementation
Performance agreement•Form TFN 832 constitutes
performance agreementcontracts.
•More practical explanation ofthe application are specified/stipulated in establishmentcircular No;2 of 2004 andOPRAS guide lines available.
OPRAS AdvantagesMany advantages.•Employee participation in
formulating goals.•Focuses to change work
attitude of employee and aim tobuild new org culture.
•Feel of great sense of individualcommitment of performance.
OPRAS Advantages Cont•Means to link the org goal and
individual targets.•Provides accurate information
and transparent to all.•Promotes the new mgt culture
which aims on gettingincreased output with the use ofleast resources.
OPRAS Advantages ContSo it measures the output in
relation to the cost of inputsused.
•Put in place the existing jobdescriptions with the specificmeasurable objectives.
Employee benefitsOPRAS has the following benefit to
employee.•They are paid salaries in respect
of what they are performing.Therefore, good performer areallowed to get their annualincrements.
•Help the employee to beproactive in future planning
Employee benefits Cont•OPRAS has a salient future of
goal ownership andcommitment of staff in thepublic service.
•It enhance transparent,accountability and integrityamong public servant.
LinkagesThe linkages can be viewed by
seeing the essence of eachstrategy mentioned above. IeStrategic plan must be in placeto allow formulation of HRM,HRP and OPRAS workers needto as a term in an integratedway.
Concluding remarks• The cornerstone of our public
service performance programe is theout put in terms of service delivery.
• Our expectation is that outputshould be less costly in the wholeprocess of INPUTOUTPUT circles.
• OPRAS is felt as one of the best wayto establish a new performancebased mgt culture in the publicservice.
Concluding remarksCont•However, no achievement will
be realized if there is noconsideration of HRP the effortto get the Right people toperform the Right job at theRight time. Again there is noaccurate HRP when the org hasno strategic plan in place
Discussion questions
•Assess / evaluate the level oflinkages among the strategicplan, HRM, HRP and OPRAS.
•Discuss five problems facingthe implementation of OPRAS
•What can be done to make surethat the OPRAS is successful inour org.