Developing Capability in New Zealand organisations

Mary MallonMassey University

Research Grant

• Government funded (FRST)

• Victoria University with Massey University

• Five years

• Commences July 2003

Issues for NZ

• Accustomed to competing on global stage from far away

• Slipping down OECD league tables• Small companies • History as commodity based economy-

aiming for “knowledge economy”• “Low road” HRM tendencies• Brain drain (and O.E.) vs. “Magnet for

talent”

Population projections to 2050

•

                         

Problems ahead?

• This transition – from a rapidly growing population to a slower population – is something we haven’t dealt with before.

• All takes place alongside growth in non-standard work.

• And it won’t just be our problem …increased competition for skilled labour (as global immigration policies become more permissive?).

(Department of Labour, Future of Work Overview, 2002)

FRST signals of research priorities

• Developing New Zealand’s Human Potential

and• Well-being Through Economic Prosperity

in context of

• Changing nature of work

Outcome…

“The researchers say their study will produce a model that will lead to the recruitment and retention of more talented New Zealanders and to make New Zealand a work destination of choice for talented migrants.”

http://www.frst.govt.nz

Three Objectives

• Employment institutions and capability

• Organisations and capability

• Individual capability

Employment Institutions and Capability• Relationships of:

– Changes in the structure and operation of labour market institutions

– Development of employment case law– Industrial relations outcomes,– Human resource practices– Organisational capability and productivity

• Specific impacts & implications for less advantaged in workplace

• Emerging forms or employee representation

Organisations and Capability

• How is human capability development defined and operationalised and integrated with other HRM activities?

• Processes for identification of capability needs and evaluation of effectiveness of initiatives

• The relationship between development activities and organisational level outcomes

Individuals and capability

• What factors are involved in individuals’ decisions about the development of their own capability?

• What formal and informal learning opportunities are utilized and how do they link to performance at work?

• How do individuals regard organizational involvement in their capability development?

• What are the implications of the changing structure of careers and movement between roles, organizations, industries/sectors?

Individuals and organisations

• Relevance of sector, industry, organizational size, product market, regulatory environment and/or labour force composition?

• Impact of factors such as age, ethnicity, gender, disability, credentials and participation in non-standard forms of employment?

• Issues for Maori and in Maori organizations• Impact of ICT and related technologies and

increasing demand for ICT skills.

Research activities

• Case studies- in-depth, small number initially–multi-level and multi-method

• Surveys (organisations and individuals, specific data on older workers and ICT and others as necessary).

• Action research case studies to explore implementation implications of findings

• On-going use of and development of data-base

VUW Database

• Covers the period 1984-present• Funded by FRST, 1991-2008• Contains over 15000 settlements, 2500

current, 1500 received each year• Data reports 80+ employment conditions-• Annual union membership survey• Develop database to include individual

agreements and develop and adapt codings

Dissemination…

• The Employment Agreement newsletter quarterly and the annual Bargaining Trends

• Collective Agreements and Employment Law Update seminars

• Academic and practitioner seminars• Advisory Board• International symposium March 2005