Human Capital by Awa Thiongane UNECA/ACS

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Workshop Review of RRSF Implementation. Human Capital by Awa Thiongane UNECA/ACS. Table of Content. Introduction Human Resource Policy Recruitment Training Mobility Staff Retention Conclusion. Human Resources. - PowerPoint PPT Presentation

Transcript of Human Capital by Awa Thiongane UNECA/ACS

  • Human CapitalbyAwa ThionganeUNECA/ACSWorkshopReview of RRSF Implementation

  • Table of ContentIntroductionHuman Resource PolicyRecruitmentTrainingMobilityStaff Retention Conclusion

  • Human Resources The biggest force of an organization and the key of its success is the quality of its staff and leaders.

    K. A. in Building the future

  • P1- Client orientationP2- LeadershipP3- Personnel involvementP4- Process approachP5- Management by system approachP6- Continuous improvement P7- Evidence-based approach for decision making P8-Mutual benefit relations with data providers

    Source: ISO ISOTC 176 Technical CommitteeQuality Management Principles

  • Exemple: United Nations Basic Competences:CommunicationTeam Work (P3)Planning and organizationAccountabilityCreativityClient OrientationCommitment to continuous Learning (P6)Old Technology

    Managerial Competences :Leadership (P2)VisionEmpowerment of others (P3)Building confidenceManaging performancesJudgment and decision-making

  • Human Resource Policy

    The HR policy should ensure:

    Capacity to evaluate needs with respect to personnel Standards and techniques for recruitment should be equitableDeployment and mobility of staff members should be clearly statedObservance of equity in the management of careersTraining (lifetime training) should be clearly stated Motivation of personnel is one condition of staff retention

  • Human Resource Policy Limitations : Recruitment through civil service channel Size of the staff To which extent Chief statistician has appropriate means for: Motivation of personnel Deployment of personnel Task rotation Training

  • Recruitment

    In general by public administrationLong delays out of the control of statistical agencies Risks:* High percentage of losses (wages status)In some case by statistical offices Advantages:* predictability* flexibility * lower percentage of losses (wages status)Recruitment plan (should be included in NSDS)

  • Recruitment: Norms

    A recruitment policyA recruitment planA convenient working environment Team work Clear description of tasksPromotion rules (merit versus seniority)Motivation (training, study tours, participation in international fora, etc..)Competences to fill vacancy; etc.

  • Staff Composition

    Statistical operations require a set of talents

    StatisticiansEconomists DemographersComputer scientists Purchase of Sociologists of Econometricians +consultancy Model Builders services GeographersAnthropologistsCriminologistsEngineersetc

  • Types of personnel to be recruited

    CompetenceyTechnical Qualifications Too much solicited High mobility but good for their leadershipCan quickly acquire competences to retain (the target)To retain for tasks that do not require interactions with other staff members To avoid

  • Professional / Other Staff Ratio

    OECD countriesOne professional by two other staff members

    African countriesOne professional for three or more than ten other staff members ExamplesAnglophone countries:Kenya6910287%Ethiopia11814448%Mauritius7823533%Tanzania5613342%Zimbabwe4437612%

    Source: Country Profiles 2003

  • Training

    Introductory training immersion (new comers for their quick integration within the organization)Intermediary training (in-the-job training Study tours)Training for managerial functions (for those who have a potential to occupy decision-making positions)General training for a shared culture and personal developmentCommunication Negotiation skillsTeam building Team work - etc.Specialized training (for task rotation purposes)

  • Training (for discussion)A lifetime activityAre there opportunities for :General training for a shared culture and personal developmentQualification in communicationQualification in negotiationTeam building Team workOther specialized training

  • Mobility

    MobilityObjective : Maximise specialized human capitalGuiding principle : versatility?Staff retention Training Centralized management of professional Statisticians

  • Staff Retention (for discussion)A major challenge for NSOsA way to handle the staff retention problem consists of simply accepting the fact that any statistical agency can keep their most talented staff members for ever The HandbookContractual relationships with new staff membersSpecial programmes:The cadet programme of the Australian Bureau of Statistics (ABS funds studies for its most talented statisticians)Internship (in STCs) etc.

  • Staff Retention (for discussion)A major challenge for NSOsCentral banks competing with NSOs TrainingChange of statusProfessionalism Contractual relationships with the new staff members Periods for consultancy services for senior staffMentoringSpecial programmes

  • ConclusionHuman Resources Management:A coherent set of measuresPolicy makers directors, human resource officers, committees on human resources are not free to choose and take measures they believe are necessary to solve a common problem without worrying about the coherence of the outcome.

  • Thank you

  • Human Resources Management (for discussion)P2 Leadership Motivate individuals towards the NSO objectives Minimize poor communication between various levels of the NSOAnd more

  • Human Resources Management (for discussion)P3 Staff involvement Motivated, committed and involved staff members in the NSOInnovation and creativity to serve the objectives of the organizationPersons responsible for their own performancesStaff members empresss to participate and contribute to continuous improvement

  • Human Resources Management (for discussion)P6 Continuous improvement Provide training on methods and tools for continuous improvementTo make continuous improvement of goods and services as well as objective for each individualRecognize improvements and show ones recognition

  • Definition

    African Statistician:Any professional staff and researcher in statistics contributing to the collection, production, analysis or publication of statistical data within the statistical system

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