Transcript Human Resource Policy - African Centre for Statistics

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
“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 »
Quality Management Principles
P1P2P3P4P5P6P7P8-
Client orientation
Leadership
Personnel involvement
Process approach
Management by system approach
Continuous improvement
Evidence-based approach for decision making
Mutual benefit relations with data providers
Source: ISO – ISOTC 176 Technical Committee
Exemple: United Nations
Values of the Organization:
– Integrity
– Professionalism
– Respect of diversity
Basic Competences:
• Communication
• Team Work (P3)
• Planning and organization
• Accountability
• Creativity
• Client Orientation
• Commitment to continuous
Learning (P6)
• Old Technology
Managerial Competences :
• Leadership (P2)
• Vision
• Empowerment of others (P3)
• Building confidence
• Managing performances
• Judgment 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
equitable
• Deployment and mobility of staff members should
be clearly stated
• Observance of equity in the management of careers
• Training (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 administration
– Long 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 policy
A recruitment plan
A convenient working environment
Team work
Clear description of tasks
Promotion 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
–
–
–
–
–
–
–
–
–
–
–
Statisticians
Economists
Demographers
Computer scientists
Sociologists
Econometricians
Model Builders
Geographers
Anthropologists
Criminologists
Engineers
– etc
+
Purchase of
of
consultancy
services
Technical Qualifications
Types of personnel to be recruited
To retain for tasks that
do not require
interactions with other
staff members
To avoid
Too much solicited
High mobility
but good for
their leadership
Can quickly acquire
competences
to retain (the target)
Competencey
Professional / Other Staff Ratio
OECD countries
• One professional by
two other staff
members
African countries
• One professional for
three or more than
ten other staff
members
Examples
Anglophone countries:
Kenya
69
1028
Ethiopia
118
1444
Mauritius
78
235
Tanzania
56
133
Zimbabwe
44
376
Source: Country Profiles 2003
7%
8%
33%
42%
12%
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
development
– Communication – Negotiation skills
– Team building – Team work - etc.
• Specialized training (for task rotation purposes)
Training (for discussion)
A lifetime activity
Are there opportunities for :
• General training for a shared culture and
personal development
– Qualification in communication
– Qualification in negotiation
– Team building – Team work
• Other specialized training
Mobility
• Mobility
– Objective : Maximise specialized human capital
– Guiding principle : versatility?
• Staff retention
– Training
– Centralized management of professional Statisticians
Staff Retention (for discussion)
A major challenge for NSOs
“A 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 Handbook
Contractual relationships with new staff members
• Special 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 NSOs
• Central banks competing with NSOs
– Training
– Change of status
– Professionalism
– Contractual relationships with the new staff members
– Periods for consultancy services for senior staff
• Mentoring
• Special programmes
Conclusion
Human Resources Management:
A coherent set of measures
« Policy 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 NSO
• And more
Human Resources Management (for discussion)
P3 – Staff involvement
• Motivated, committed and involved staff
members in the NSO
• Innovation and creativity to serve the objectives
of the organization
• Persons responsible for their own performances
• Staff members empressés to participate and
contribute to continuous improvement
Human Resources Management (for discussion)
P6 – Continuous improvement
• Provide training on methods and tools for
continuous improvement
• To make continuous improvement of goods and
services as well as objective for each individual
• Recognize improvements and show one’s
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