Human resource management

The continuing weak link

Introduction

• HR is indeed the continuing weak link– Reversal of changes introduced to meet the

acquis – Return to old ways – Good achievements based on “ad hoc

solutions”– Few examples of best practice

HR-the keystone of the arch

• HR is not only a continuing weak link but the continuing weak link

• Policy /people /systems are integrated but HR is the keystone of the public arch

• People are needed for– the development and implementation of

policy and systems– and also for the process of change

management

Key HR questions

• Why have past efforts to improve public sector capacity failed to bring about the desired degree of change

• Were the proposed changes themselves not suited to post soviet societies in transition

• Was there some failure of change management • What can be done to improve the record on

change management

A hierarchy of problems which block change in HRM

• 1 Politicisation -blocks the initiation of change

• 2 Fragmentation-prevents the systematic dissemination of change

• 3 Disincentivisation -discourages the pursuit of change

• 4 Legislation- ossifies the change process

Some HR solutions

• Politicisation – separate political and civil service functions

• Fragmentation – centralise HR management and create an HR network

• Incentivisation – improve financial and non financial incentives

• Legislation – develop and enforce dynamic legislation

Successful HR change management

• Driving force- a sustained and powerful external or internal force for change

• Driving institution – a well resourced and empowered central institution

• Road map- a strategy, mission statement and action plan

• Driving tools – methodologies etc

• Driving resources –finance/expertise

Replicability

• The EU 8 and the candidates will draw on a multitude of sources

• They will adapt and blend these to suit their own situation

• Good practice from within the EU 8 has been tried and tested in context

• The real intellectual capital is change management

Transfer of good practice in change management

• EU Structural Funds offer chance of strategic/long term/integrated progamme of change

• EU,OECD ( SIGMA) and World Bank could promote -– Development of programmes of change – Dissemination of examples of good practice – Ambitious EU/ SIGMA /World Bank

implementation programmes