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Survey on Strategic
Human Resource
Management in Central Governments of OECD countries (2010)
Preliminary Results
Cornelia Lercher Paris, 07 November 2011
Main focus:
• Background and Aim of the Survey
• Scope of the Survey
• Content:
1. Main General Employment Framework
2. Changes in Employment Levels
3. Composition of Employment
4. Organisation of HR Management and Planning
5. Human Resources Management Practise
6. The Senior Management in the Public Service
7. Industrial Relations
Background and Aim of the Survey
BACKGROUND/TIMELINE:
• Previous survey: conducted in 2006 result: OECD (2008): The State of the Public Service and inputs for HRM and government reviews
• Last survey: conducted in 2010
– 33 OECD countries + Brazil, the Russian Federation and Ukraine
– aim: increased understanding of challenges and practises of public workforce
– products: The State of the Public Service, Government at a Glance 2011 and 2013
The State
of the Public Service
Planning Implementation Service delivery (main categories)
Ministries Agencies Doctors
and nurses
Professors and
teachers
Police and
judges Military
State-Owned
enterprises
Other service
delivery categories
National/Federal
Sub-national level 1 (e.g. states, regions)
Sub-national level 2 (e.g. municipalities)
Scope of the Survey
Focus on administrative staff in central government
Difference: ‘(-)’ and ‘N.A.’
How are senior managers identified and recruited?
They are originally selected
by competitive examination
early on in their careers and
managed as a group
throughout their careers
Through career
progression
within the public
service only
A good proportion of
management
positions are open to
external recruitment
All recruitment
goes through
panel
recruitment
Assessment
centres are
used regularly
Final decision is
bounded by report of
panel/ assessment
centre
AUSTRALIA - - ● ● - ●
…
HUNGARY - - ● N.A. N.A. N.A.
ICELAND - ● - N.A. N.A. N.A.
IRELAND - - ● N.A. N.A. N.A.
ISRAEL - - - ● ● ●
ITALY ● - ● N.A. N.A. N.A.
JAPAN - ● - N.A. N.A. N.A.
KOREA - - ● N.A. N.A. N.A.
…
SPAIN - ● ● N.A. N.A. N.A.
SWEDEN - - ● N.A. N.A. N.A.
SWITZERLAND - - - - - -
TURKEY - ● - N.A. N.A. N.A.
UNITED KINGDOM - - ● N.A. N.A. N.A.
UNITED STATES - - ● N.A. N.A. N.A.
( - ) Not Applicable
N.A. Not Available
1. Main General Employment Framework
At central/national/federal level of
government, is public service
employment regulated by an
Employment Framework?
Only a proportion of employees is
regulated by the GEF?
2. Changes in Employment Levels
Anticipated changes in employment levels in more than 50% of agencies and
ministries (2010)
Source: OECD (2011): Government at a Glance 2011, OECD Publishing, Paris.
3. Composition of Employment
4. Organisation of HRM and Planning I
Delegation of HRM responsibilities to line ministries in central government
4. Organisation of HRM and Planning II
Is forward looking planning in place to make sure that
government has the adequate workforce to deliver services?
How many years is this kind
of HR planning done?
Column1
Yes, and there is a
formalised and regular
whole of government
systematic process in place
for workforce planning
Yes, but the design of
the framework is left to
the discretion of the
different organisations
Yes, when and
where the need
arises (ad hoc)
No
1 y
ear
2-3
years
4-5
ye
ars
6-9
ye
ars
10 y
ears
Mo
re th
an
10 y
ears
Oth
er
Australia - ● - - - ● - - - - -
Austria ● - - - - - ● - - - -
Belgium ● - - - - ● - - - - -
Canada - ● - - ● - - - - - -
Chile - - ● - - - - - - ● -
Czech Republic - - ● - - ● - - - - -
Denmark - - - ● - - - - - - -
….
….
Total 9 15 6 6 8 10 6 1 0 1 3
( - ) Not Applicable
5. Human Resource Management Practise I
Most important factors to determine base salary in the different hierarchical levels
1-3 days 3-5 days 5-7 days 7-10 days Other
Average length
of training
per year per
employee
4
countries
12
countries
4
countries
5
countries
7
countries
Poland Australia Denmark Hungary Czech Republic
Portugal Austria Iceland Italy Germany
United Kingdom Belgium Israel Spain Ireland
United States Estonia Spain Sweden Korea
Finland Russian Federation Norway
France Brazil
Greece Ukraine
Mexico
Netherlands
Slovak Republic
Slovenia
Switzerland
5. Human Resource Management Practise II
6. Senior Management in Public Service
Use of separate HRM practices for senior civil servants (SCS) (2010)
Existence of
separate
group of SCS
Recruited with a
more centralised
process
More emphasis on the
management of their
performance
The part of their pay that is
performance-related is
higher
Appointment
contract is for a
specific term
YES 25 18 23 12 11
NO 9 15 10 19 22
7. Industrial Relations
Extent of union involvement in HRM issues
Further Steps
• Verification of the data by the countries
• Contacting country by country for specific questions by the Secretariat
• Data review and feedback/confirmation by the countries until 25 November 2011 to
Oscar Huerta Melchor and Cornelia Lercher
Public Governance and Territorial Development Directorate
Reform of the Public Sector
