ASSESSING THE ABILITY OF DEPARTMENTAL HUMAN RESOURCE COMPONENTS · 2011-09-22 · ASSESSING THE...
Transcript of ASSESSING THE ABILITY OF DEPARTMENTAL HUMAN RESOURCE COMPONENTS · 2011-09-22 · ASSESSING THE...
ASSESSING THE ABILITY OF ASSESSING THE ABILITY OF DEPARTMENTAL HUMAN RESOURCE DEPARTMENTAL HUMAN RESOURCE
COMPONENTS COMPONENTS
13 August 201013 August 2010
Floors PelserFloors Pelser
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CONTENTCONTENT
• Background – Aim of the assessment – Intended outcomes– Content of the tool– Assessment methodology
• Current emerging trends iro the 2009/10 assessments
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BACKGROUND
• Cabinet approved on 11 June 2008 the implementation of an assessment tool
• The tool was implemented per MPSA directive through circular 14/1/1/P dated 25 November 2009:– Departments are to assess their HR components
annually before 31 March– Assessment results to be submitted to DPSA by 30
April
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AIM OF THE ASSESSMENT
• Assessing the ability of HR components has much to do with establishing a knowledge base from which departments can effect improvements towards strategic HRM
• The assessment tool must assist departments to:– Assess and track the efficiency of their HRM processes– Review the strategic ability of their HR components– Design appropriate interventions for improvement
• The assessment should indicate or establish the following: – Existing weaknesses and strengths iro HRM in the Department
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AIM OF THE ASSESSMENT (cont)
– Alignment of HRM with operational objectives – The need for change: In HRM practices and/or internal
functioning of the HR component– A basis for tracking and benchmarking over time– An understanding of the place of HRM in the Department– The assessment must lead to tangible results and constructive
planning for improvement
• Aim is not to measure compliance, but strategic alignment and efficiency
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INTENDED OUTCOMES
• Tangible results and constructive plans for improvement
• Real change towards strategic HRM
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ASSESSMENT TOOL: CONTENT
PART AStrategicdimension
PART BTechnicaldimension
PART CQuantitative dimension
KPA 1: Strategic partner role KPA 2: Change agent roleKPA 3: Employee champion role
KPA 1: Organizational development and designKPA 2: Recruitment & employee life cycle managementKPA 3: HR utilisation & development KPA 4: Quality of work life and environment managementKPA 5: Labour relations
HRM capacity Job evaluationEmployee engagement Diversity managementPerformance management RemunerationWellness management Employee relationsHuman resource development
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ASSESSMENT TOOL: CONTENT (cont)
• 5 – Point rating scale for Parts A and B:0= Not sure/not applicable1 = Never/poor/ineffective2 = Sometimes/below average/somewhat
ineffective3 = Regularly/average/effective4 = Extensively/good/very effective
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ASSESSMENT TOOL: CONTENT (cont)
ANNEXURE A: ACHIEVEMENT CATEGORIES(To categorize assessments in Parts A and B)
SCORE ACHIEVEMENT CATEGORY
DESCRIPTION
81-100% A High level of achievement. Probably little need for improvement
51-80% B Average level of achievement. It may be necessary to address weaknesses
34-50% C Low level of achievement. The area will not necessary collapse, but significant and significant efforts to improve may be necessary
0 - 33% D Very low level of achievement. Drastic and immediate interventions are needed
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ASSESSMENT TOOL: CONTENT (cont)
• Part C descriptors are quantitative in nature:− Ratio of posts in HR component: department’s
total post establishment (HRM capacity)− Ratio of HR practitioner posts: HR administrator
posts (HRM capacity)− % of job evaluation results deviated from by the
competent authority− Recruitment cost per capita − % of employees whose remuneration exceeds the
salary scale attached to their posts
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ASSESSMENT TOOL: CONTENT (cont)
ANNEXURE B: PLANNING TEMPLATE
HR DOMAIN
FACTORS THAT DICTATE
IMPROVEMENT
PROPOSED INTERVENTION
(S)
RESPONSIBILITY
Refer to the domain classifications in Parts A and B
Describe on the basis of the assessments made in respect of the relevant HR domain in Parts A and B and the applicable information in Part C
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ASSESSMENT METHODOLOGY
Step Description Remarks
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HOD appoints assessment panel
• Members to be able to make valid assessments and preferably in the SMS
• Panel to be representative of “clients”• Size: Departmental discretion• One or multiple panels: Departmental
discretion
2 Prepare panel members
• In terms of the assessment’s purpose, methodology
• In terms of need for validity and consistency
• In terms of the departments’contextual realities: External environment, HR arrangements, etc
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ASSESSMENT METHODOLOGY (cont)
Step Description Remarks
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Assessment panel completes assessments in Parts A and B
May work jointly or separately: Departmental discretion
4 and 5
Assessment panel allocates an achievement category based on the assessments in Parts A and B
• Add scores up• Convert scores to “Perceived
levels of achievement”• Use Annexure A:
– One global category– Per dimension (Parts A and B)– Per KPA
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ASSESSMENT METHODOLOGY (cont)
Step Description Remarks
6 HR component completes Part C (Quantitative dimension)
May take place parallel with steps 3 to 5
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Assessment panel: • Analyses and interprets the
assessments, achievement category and the data in Part C
• Uses Annexure B to plan for interventions and make recommendations
• Reports the recommendations to the HOD for decision making
The analysis/planning to include consideration of the “NO”s in Parts A and B
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STEP 2: PREPARE PANEL MEMBERS
• Common claims by employees – HR officials are uncaring, incompetent, clueless– Out of touch with needs of employees– HR favours management – HR turns a blind eye to sexual/racial harassment– HR demonstrates outright ignorance of the law– HR fails to follow their own policies
• The environment of HR– Balancing act : employee champion vis a vis strategic partner– Balancing act: Maintaining confidentiality vis a vis transparancy– Actions must be evidence based– HR does not always makes the decision
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STEP 2: PREPARE PANEL MEMBERS
• Understand the envisaged roles for HR (strategic partner, change agent, employee champion)
• Remember HR manages two “competing” priorities:– Striving for organizational performance and service delivery– Ensure fair and ethical employment practices as well as
workplace justice • Appreciate the concept of strategic HRM (Manual
chapter 3):– It is a catalyst for service delivery improvement and
organizational performance – It translates operational objectives into HRM implications with a
reciprocal response in the form of a HR value proposition or contribution
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STEP 2: PREPARE PANEL MEMBERS
• Be aware of the operational environment of the HR component:– HR delegations– Structure and location of HRM functions (LR, HRD,
etc)– Extent of decentralization of HR functions within the
Department– Size of the HR component
• Have a common understanding/interpretation of the performance indicators and the descriptors
• Have an understanding of envisaged/planned changes and interventions relating to HRM in the Department
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CURRENT EMERGING TRENDS
PROVINCIAL DEPARTMENTS
NATIONAL DEPARTMENTS
STRATEGIC PARTNER 66% 71%
CHANGE AGENT 49% 55%
EMPLOYEE CHAMPION 63% 70%
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CURRENT EMERGING TRENDS (cont)
PROVINCIAL DEPARTMENTS
NATIONAL DEPARTMENTS
OD & DESIGN 67% 63%
RECRUITMENT AND LIFE CYCLE MANAGEMENT 61% 57%
HR UTILISATION AND DEVELOPMENT 72% 70%
WORK LIFE/ENVIRONMENT MANAGEMENT 81% 81%
EMPLOYEE RELATIONS 77% 68%
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CURRENT EMERGING TRENDS (cont)
PROVINCIAL DEPARTMENTS
NATIONAL DEPARTMENTS
Ratio-posts in the HR component: total post establishment 1:44 1:26
Average turn around time to complete a job evaluation 2,2 months 1,9 months
Average turn around time to fill vacancies 5,2 months 6,6 months
Annual turnover rate of staff 10,46% 9,31%
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CURRENT EMERGING TRENDS (cont)
PROVINCIAL DEPARTMENTS
NATIONAL DEPARTMENTS
Ratio-posts filled through the appointment of non employees:
posts filled through the transfer or appointment of serving employees
1:6 1:3
% employees who received performance awards (cash
bonuses)29% 49,51%
% of employees whose remuneration exceeds the salary
scale attached to their posts10,39%
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CURRENT TRENDS: IDENTIFIED CHALLENGES
• Total of 69 challenges identified by 27 departments
– Change management/agent role: 24,6%
– Recruitment/staff retention: 14,5%
– Strategic partner role: 13%
– Employee champion role: 13%
– OD/HR Planning: 8,7%
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CURRENT TRENDS: ENVISAGED INTERVENTIONS
• Design an HR turnaround plan iro all areas in Parts A and B
• Change management– Intensify change management as a practice (surveys, etc)– Create a change management unit– Monitor change issues
• Recruitment/staff retention– Clearly identify scarce skills– Strengthen link with HR planning– Develop targeted recruitment/retention policies
• Strategic partner role– Improve HR participation at strategic level– Establish a consultative forum at SMS level– Departmental strategic plan to include HR interventions
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CURRENT TRENDS: ENVISAGED INTERVENTIONS(cont)
• OD/HR planning– Create a dedicated HRP team– Improve clarity of the HR plan ito of interventions– Review and improve job descriptions– Strengthen M & E
• HRD– Improve monitoring/impact assessment of training – Improve induction
• Labour relations– Strengthen the component– Improve grievance handling
• HRM capacity in general– Review/change the structure of the HR component
THANK YOUTHANK [email protected]@dpsa.gov.za