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Human Resource
ManagementGovernment Organizations
7 Steps in developingHRM strategy
Democracy & Governance
Dr. Mohsen Shawarby
[email protected] 1
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Ultimate HR Mission
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1. Align electroic system with paper records
2. Archival & HR system combined.
3. Strategic Planning and Mgt
4. Control Budgeting, Planning, Control, Security, Mgmt
5. Employee Assessment Reports6. Ensure Job Description match
employee skills
7. Recruitment and selection
8. Time & Attendance control
9. Employee benefits management, planning
10.Expense reports management
11.Employee training needs and skills management
12.Develop HRM strategy for continuity
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Step 1Understand your Gov business strategy.
Highlight the key driving forces of your govagency. What are
they? e.g. technology,
tranparency, services, and citizens.What are the implications of
the driving
forces for the employees?
What is the fundamental employeecontribution to gov
performance?
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Step 2 Develop a Mission Statement that relates to
the employees side of the gov.
Do not be put off by negative reactions to
the words or references to idealisticstatements - it is the
actual process ofthinking through the issues in a formal
andexplicit manner that is important.
What do your employees contribute?
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Step 3 Conduct a SWOT analysis of the gov organization Focus on
the internal strengths and weaknesses of
the people side. Consider the current skill and capability
issues.
Research the external environment. Highlight theopportunities
and threats relating to the peopleside.
What impact will/ they have on gov performance? Consider skill
shortages and training needs?
The impact of new technology on staffing levels? Review the
capability of your personnel
department. Complete a SWOT analysis of the department -
consider in detail the department's current areas of
operation, the service levels and skill levels of yourersonnel
staff.
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Step 4Conduct a detailed human resources
analysis
Concentrate on the organization's COPS
(culture, organization, people, HR systems)Consider: Where you
are now? Where do you
want to be?
What gaps exists between the reality ofwhere you are now and
where you want tobe?
Exhaust your analysis of the four dimensions.6
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Step 5Determine critical people issues
Go back to the business strategy and examineit against your SWOT
and COPS Analysis
Identify the critical people issues namely thosepeople issues
that you must address. Thosewhich have a key impact on the delivery
ofyour business strategy.
Prioritize the critical people issues. What willhappen if you
fail to address them?
Remember you are trying to identify where
you should be focusing your efforts and 7
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Step 6
Develop consequences and solutions For each critical issue
highlight the options for
managerial action generate, elaborate andcreate - don't go for
the obvious. This is an
important step as frequently people jump forthe known rather
than challenge existingassumptions about the way things have
been
done in the past. Think about theconsequences of taking various
courses ofaction.
Consider the mix of HR systems needed to
address the issues. Do you need to improve 8
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What are the implications for the business and thepersonnel
function?
Once you have worked through the process it shouldthen be
possible to translate the action plan intobroad objectives. These
will need to be broken downinto the specialist HR Systems areas
of:
employee training and development
management development
organization development
performance appraisal
employee reward employee selection and recruitment
manpower planning
communication
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Step 7 Implementation and evaluation of the action
plans
The ultimate purpose of developing a humanresource strategy is
to ensure that the
objectives set are mutually supportive so thatthe reward and
payment systems areintegrated with employee training and
careerdevelopment plans.
There is very little value or benefit in training
people only to then frustrate them through a
failure to provide ample career and
development opportunities. 10
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Human ResourceManagement
7 Steps in developingHRM strategy
Dr. Mohsen Shawarby
[email protected] 11
