osp standards and accountabilty cassandra atkinson
DESCRIPTION
TRANSCRIPT
OSP Standards and Accountabilty Cassandra Atkinson 1
Accountability Forum:
Changing HR Strategies to Build a Competent, Productive, and Inspired Workforce
Cassandra AtkinsonNC Office of State Personnel Presenter
OSP Standards and Accountabilty Cassandra Atkinson 2
AGENDA Strategic Goals/Mission
Emerging Trends Shift Happens Video
Key Principles of Strategic Human Resource Management
Building a Competitive and Productive Workforce
Sample Benchmarked HR Metrics
OSP Standards and Accountabilty Cassandra Atkinson 3
Governor’s Initiatives State Performance Management and Accountability
High Expectations
Hands on Leadership
Early Disclosure
Accountability to the Public
OSP Standards and Accountabilty Cassandra Atkinson 4
OSP Mission and VisionMission Compliant-- State Personnel Act and Administrative Rules Accountable to Governor and State Personnel Commission Provide high quality human resources services
Vision
North Carolina state government is a model employer.
4
Enable state A/U’s to attract, motivate, develop and retain a competent, diverse workforce to meet their business objectives
OSP Standards and Accountabilty Cassandra Atkinson 5
Shift Happens…..
Emerging Trends
http://www.youtube.com/watch?v=ljbI-363A2Q
OSP Standards and Accountabilty Cassandra Atkinson 6
Jobs that will exist in 2020 and beyond that do not exist today—Participant Responses
OSP Standards and Accountabilty Cassandra Atkinson 7
Predictions or Expectations for 2049
The work force of the near future will be skilled and semi-skilled workers, especially in computers, health care, science and technology.
Lots of openings because the baby boomers will have retired.
Anyone who is not fluent in a second language will be at a huge disadvantage even “if they never leave this country.”
OSP Standards and Accountabilty Cassandra Atkinson 8
Other Jobs of the Future
Space tour guide Molecular engineer Synthetic biologists
are learning to create organisms to perform specific tasks
Systems engineers will fabricate new materials with ideal characteristics at the molecular level
OSP Standards and Accountabilty Cassandra Atkinson 9
New Technologies
Examples NanoTechnology
Wind Energy Production
OSP Standards and Accountabilty Cassandra Atkinson 10
HR Being Strategic—Participant Comments
When will HR be prepared to
Identify the KSA’s and competencies?
Write the position descriptions?
Retain motivate an international workforce?
For New Jobs/Technologies
OSP Standards and Accountabilty Cassandra Atkinson 11
Participant Comments
New Jobs/Technologies
Set compensation and benefits appropriately?
Recruit for the positions in these job classes?
Manage a workforce on a different planet?
OSP Standards and Accountabilty Cassandra Atkinson 12
Other Preview Question
What was the primary point of the video?
A. That we need more world population control and planning
B. That the knowledge and skills required of our workforce is changing exponentially each year
OSP Standards and Accountabilty Cassandra Atkinson 13
Strategic Human Resource Management
Definition Implementation of human resources activities, policies and practices and needed changes to support or improve the agency’s operational and strategic goals and objectives.
OSP Standards and Accountabilty Cassandra Atkinson 14
Strategic Planning
A disciplined effort to produce fundamental decisions and actions that shape what an organization is, what it does, and why it does it (Olsen and Eadie, 1982)
First step towards results/outcome-based management
OSP Standards and Accountabilty Cassandra Atkinson 15
Strategic Planning Basics
A. Where You Are
C. How to Get There
B. Where you Want to Be
Strategic PlanIT and HR PlansCommunicationBudget Allocations
Mission and Mandates
Structure and Systems
Programs and Services
Mission and MandatesStructure and SystemsPrograms and Services
Strategy
Formulation
Stra
tegy
Impl
emen
tation
Vision, Mission and Goals
OSP Standards and Accountabilty Cassandra Atkinson 16
Strategic Human Resource Management
How many organizations have a strategic plan?
Mission Statement?
Vision Statement?
# with strategic plans, mission statement, and vision statement
OSP Standards and Accountabilty Cassandra Atkinson 17
Strategic Human Resource Management
How many HR Offices have a strategic plan?
Yes No
OSP Standards and Accountabilty Cassandra Atkinson 18
Strategic Human Resource Management
Is it posted on your website and available to the public?
Yes No
OSP Standards and Accountabilty Cassandra Atkinson 19
Business Need for Accountability
Proving the Value of human Resources
Return on Investment
Communication
OSP Standards and Accountabilty Cassandra Atkinson 20
Human Capital Plan Defined
A human capital plan is an organization’s plan for employing, deploying, developing and evaluating the workforce that will best achieve the strategic goals of that organization (Pew Center on the States, 2009)
OSP Standards and Accountabilty Cassandra Atkinson 21
Human Capital Plan
How many HR Offices have a human capital plan?
OSP Standards and Accountabilty Cassandra Atkinson 22
Logic Model for Accountability in Human Resource Management
To be a competitive or a model employer, agency and university managers must engage in practices that build and reinforce a competent, productive and inspired workforce.
OSP Standards and Accountabilty Cassandra Atkinson 23
Workforce Management Accountability
Five primary areas of workforce management accountability
Workforce Planning and Alignment Hire Workforce Employment Training and Development Reinforce Development
OSP Standards and Accountabilty Cassandra Atkinson 24
Accountability for Human Resource Management
Workforce Planning and Alignment
Employment
Training and
Development
Hire WorkforceReinforce
Performance
Public Value Added
OSP Standards and Accountabilty Cassandra Atkinson 25
Public Value Added or Results
State government workforce has the depth and breadth needed for present and future success. Employees are committed to the work they do and the goals of the organization. Productive, successful employees are retained.Agencies are better enabled to successfully carry out their mission. The citizens receive efficient government services.
WorkforcePlanning and Alignment
Hire Workforce
Employment Training and Development
Reinforce Performance
Logic Model
OSP Standards and Accountabilty Cassandra Atkinson 26
Workforce Planning Management Accountability
What are some of the elements for Workforce Planning and Alignment Hire Workforce Employment Training and Development Reinforce Development
OSP Standards and Accountabilty Cassandra Atkinson 27
Logic Model: Accountability for Human Resource Management
Workforce Planning & Alignment
Hire Workforc
e
Employment
Training and Development
Reinforce Performan
ce
initial
inte
rme
dia
teultim
ate
OSP Standards and Accountabilty Cassandra Atkinson 28
Standards and Accountability Mission
Periodic reviews and audits of human resources management programs
Provide tools to evaluate organizational compliance
Provide assurance to key stakeholders
Collaboratively establish best practices
Promote and support agency and university accountability programs
OSP Standards and Accountabilty Cassandra Atkinson 29
Standards and Accountability Vision
Support a model North Carolina state government human resources management system that exemplifies an accountable workforce
Respects cultural diversity
Meets the needs of agencies and universities and the citizens of North Carolina.
04/10/23 NC Office of State Personnel Standards and Accountability 29
OSP Standards and Accountabilty Cassandra Atkinson 30
Mandate for Standards and Accountability
Negotiate Decentralization Agreements
Develop Criteria and StandardsMeasure the level of Compliance Through Monitoring and Review for Compliance and Non-
Compliance
State LawsGS 126-3(b)4,8Executive OrdersFederal Laws
Compliance Reviews
MonitoringDelegated Authority
OSP Standards and Accountabilty Cassandra Atkinson 31
Accountability and Compliance
Regular audits or reviews of human resource management functions
Objective analysis to compare the current condition
Measure “What is” against stated criteria “what should be”.
Compliance
Is the program following the law, regulations, contracts and agreements?
OSP Standards and Accountabilty Cassandra Atkinson 32
Accountability and Performance
Goals Based Compare HR goals
and objectives with actual results achieved
Outcomes Based Through
benchmarking-- compare individual departmental performance with industry norms
OSP Standards and Accountabilty Cassandra Atkinson 33
Logic Model: Accountability for Human Resource Management
Workforce Planning & Alignment
Hire Workforce
Employment Training and Development
Reinforce Performance
HRM Standards of Accountability Defined. HR Policies. Workforce Planning. J ob classes & salaries assigned
Qualified candidate pools, interviews & reference checks. J ob offers. Hiring and performance monitoring
Work assignments & requirements defined. Positive workplace environment created. Coaching, feedback, corrections.
Individual development plans. Time/resources for training. Continuous learning environment
Clear performance expectations linked to organizational goals& measures. Regular performance appraisals. Recognition. Discipline
Staffing levels and competencies aligned with agency priorities. Manager’s HRM accountability standards are understood
Best candidate hired an reviewed during employment period. Successful performers retained
Workplace is safe, gives capacity to perform & fosters productive relations. Staff know job requirements, how they are doing, and are supported.
Learning environment created. Employees are engaged in development opportunities and seek to learn.
Employees know how performance contributes to success of organization. Strong performance rewarded; poor performance eliminated
Foundation is in place to build and sustain a productive high performing workforce
The right people are in the right job at the right time.
Time and talent is used effectively. Employees are motivated and productive
Employees have competencies for present job and career advancement.
Successful performance is differentiated & strengthened. Employees are held accountable.
initial
inte
rme
dia
teu
ltima
te
OSP Standards and Accountabilty Cassandra Atkinson 34
Performance Measures
WorkforcePlanning and Alignment
Hire Workforce
Employment Training and Development
Reinforce Performance
Percent of Employees with a Career Plan
New Hire Turnover Rates (voluntary and involuntary
Management’s satisfaction with the quality of new hires
Turnover among new hires—first year; three yrs
Average Hours of Training Per Employee
Percent of Employees with an Annual
Performance Appraisal
--Total Number of Development Programs
Average Days to Fill Open Positions
Average percentage difference in pay and benefits between top rate and average employees
--Average Hours of Training Per Manager
--Hours in Senior Leadership
Average Number of Applicants Per Opening
Overtime usage --Training As Percent of Total Payroll Costs
Total Number of Development Programs
Employee satisfaction and attitudesCompetency level
mastery
Percent of managers and workers who are promoted from within compared to the percent
hired from outside
Time to Productivity Ranking by employment of by managers for meeting the organization’s goals
--Training Expenditures Per Employee, Manager
OSP Standards and Accountabilty Cassandra Atkinson 35
Recap
Strategic Goals/Mission
Emerging Trends Shift Happens Video
Key Principles of Human Resource Accountability Management
Building a Competitive and Productive Workforce
Sample Benchmarked HR Metrics
OSP Standards and Accountabilty Cassandra Atkinson 36
Resources
Bryson, John M Strategic Planning for Public and Nonprofit Organizations
www.bna.org www.ipma-hr.org www.shrm.org Sullivan,John Rethinking Strategic HR
Sullivan, John, HR Metrics
PewCenterontheStates.org US Department of Labor
http://www.bls.gov/emp/ep_table_103.htmhttp://www.bls.gov/emp/ep_table_104.htm
OSP Standards and Accountabilty Cassandra Atkinson 37
Contact Information
Cassandra [email protected]
NC Office of State PersonnelStandards and Accountability Division