The civil service human resource management reform application headquarters

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "The civil service human resource management reform application headquarters"

Transcription

1 The civil service human resource management reform application headquarters Leading changes for the future Beginning to apply reform in civil service: For the future of us all ירושלים, תשרי תשע"ג, אוקטובר 2012 Guide to forming human resource evaluation in civil service Jerusalem, June 2013 Version 1

2 Table of Contents Foreword. 2 Preface 3 Introduction 4 Section one: general. 5 Situation assessment 5 Situation assessment objective. 7 Section two: planning cycle and budget cycle. 10 Human resource division situation assessment. 11 Civil service human resource situation assessment formulation process chart. 12 Section three: constructing situation assessment insights. 14 Data identification and collection 14 Resources.. 15 Academic know-how on human resources 15 International trends.. 16 Regional trends Local trends Economic and social aspects.. 17 Civil service.. 18 Budget. 18 Employment agreements and wages 18 Education. 18 National projects 19 Information knowledge and technology 19 Civil service surveys.. 19 Issues rising from last year's review. 20 Unique issues 20 Section four: data analysis. 21 Example of sample mapping on SWOT model document.. 22 Conclusion. 24 1

3 Foreword Situation assessment is a necessary, major cornerstone of the strategic planning cycle. It is the stage in which key government parties in the country, organization managements and executives who lead strategic content issues abandon for a given time their occupation with questions relating to the "here and now", and using a structures process look at the horizon and future in order to make decisions regarding preparation towards this future. In general, in order to construct the optimal picture of the future, two major operation principles should be applied: A. Using the largest possible number of reliable information sources dealing with identification of trends and forecasting different fields of action and verification of these assessments by crossing and/or completing data. B. Structured methodic work, professional, using a language that is common to all the professional parties involved in formulating the situation assessment. The picture of the future relevant to every ministry must be constructed to determine future strategic objectives and identify the roads leading to them. Furthermore, the process enables identification of trends and emerging processes expected to influence the organization's operational abilities, directly or indirectly, and the results of its actions from the public viewpoint. This document, drafted by the senior deputy director of the strategic planning division, presents the methodology of generating a "future picture" relating to the human resources issue in civil service in general and in the government ministry in particular. The future picture relating to the Civil Service Commission as well as senior deputy directors of human resources is attaining the ability to influence the future of civil service and the services it provides for Israeli citizens, by dealing with processes that shape the future of the states' most important resource human resources. From my point of view, the best way of forecasting the future is to create it yourself. Although this is an initial document and perhaps later on, based on the feedback we receive from you, it will be even more precise and effective its importance is great, mainly since it realistically expresses one of the initial and most important steps on the road to a new age. At your disposal and with great esteem, Ron Zur Reform application headquarters manager 2

4 Preface Strategic planning that identifies changing trends and discerns changing needs provides a significant base for human resource management reform led by the Civil Service Commissioner. This is designed to decrease the gap between changing needs to civil service abilities as much as possible. Identification of the changing trends and needs is based on a regular mechanism for carrying out the relevant situation assessment for a specific ministry, based on organized methodology. This guide is a direct continuation of the human resources work plan generation guide and provides senior deputy directors of management and human resources a tool with which to prepare ministerial situation assessment that constitutes the initial cornerstone of drafting a work program. With regard to ministries' gradual work based on the annual planning cycle concept, human resources situation assessment is required as an initial component of evaluations for writing a work plan. This guide was created as a basic tool for the civil service human resource management reform application process. It is defined as a component of the infrastructural assembly required to apply civil service human resource management modification processes. We hope that when gearing towards designing work plans for 2014 this guide will be of service to senior deputy directors of human resources. The reform application headquarters is at your disposal for any request for assistance or clarification relating to this matter or any other matter. Sincerely, Ronen Shapira Senior division for strategic planning and policy manager 3

5 Introduction The government planning process: since 2006, the Prime Minister s Office, through the policy planning division is promoting introduction of governmental planning culture. Government decision 4028 dated determines government offices will operate according to the annual planning cycle based on the Government Planning Guide (September 2010, version 4). This guide expressed the government s growing commitment to systematic, significant planning and integration of the importance of planning for improvement of all aspects of function of the government and various entities. Since then, under the leadership of the Prime Minister s Office, the integration process of work based on this guide has been carried out as part of the effort to enhance headquarters operation and generate a base for high-quality, profound management. The process of writing work plans is a process that includes all assignments due to be carried out during the coming work year into a single inclusive plan that is included from the aspect of the required resources, in the budget framework determined for the ministry. The planning process begins with professional situation assessment, continues with setting policy objectives and priorities and ends in division of the ministry s approved budget. This process ensures the key objectives are expressed in the annual work plan and budget books so the course of planning has an ongoing dialog with the budget cycle and enables objectives to be attained. The human resource situation assessment provided by the senior deputy director of human resources, contains the professional derivatives from the Civil Service Commission s situation assessment as well as subjects and data arising from the ministry and the worlds of content within the deputy director s scope of authority and responsibility. In general, the stage that involves planning, monitoring and assessment of corporate human resources is not a linear process, but a cyclic process with feedback points and as a result the ministry s performance and public value derived from it continues to improve and update. In this context one should note the human resources work processes are derived from the ministry s policies and objectives. Therefore, human resources work process stages must be intertwined with ministerial work processes and feed one another constantly. 4

6 First Section: General Situation assessment Situation assessment is the process of collecting data and analyzing it within the planning work framework, culminating in recommendations regarding continuation and modification of ministry activities. The situation assessment is the initial stage of formulating the ministerial human resource work plan for which the senior deputy director of human resources is responsible. Situation assessment is integrated in the government planning cycle specified below and should take place between February and May during the work year, in order to influence formulation of ministerial and national situation assessment that provides the base for the national human resource work plan and as a derivative, the work plan for ministerial human resources. Situation assessment provides the Civil Service Commission and senior government deputy directors of human resources with a tool to generate insight on key issues that require attention within the work plan for the coming year, on the one hand, and long-term processes, on the other hand. Situation assessment enables developing comprehension of issues that should be handled based on data and facts. This includes those that require additional examination. This is the opportunity to look inside into the ministry, critically examine its actions and determine key directions of change. The process may question basic conventions on many occasions. The base for any planning process is in the question what do we want to achieve. Situation assessment, the subject of this guide, is a major tool that helps form the answer to this question. Discussion on the subject requires relative stability, since constant modification of goals does not enable processes to ripen. However, since there is no stable environment in reality, key changes must be identified in the planning stage, including opportunities that should be exploited and threats that should be identified. The situation assessment helps develop comprehension of the issues that should be handled, including areas of activity requiring renewed examination of the investment, based on information and facts. From the practical aspect, it requires a data collection and analysis process, joint thinking of long term goals and objectives and renewed examination of present priorities. One must decide both what should be done and what shouldn t be done. 5

7 Situation assessment development is based on two basic foundations: identification and collection of all relevant quantitative and qualitative information, and analysis and comprehension of the information and its significance. Inclusion of wider cycles in the process within the organization and outside it expresses the depth of the process, raises challenges and feedback and enables new approaches to be developed. Formulating the Situation Assessment document will help in ongoing work with government headquarters parties and parties outside the government and will generate an anchor for the annual work plan. 6

8 Situation Assessment objective Formulating a picture of the situation. Existence of an updated picture of the situation, inclusive and joint for major parties within the ministry and outside it, is the base for examination of priorities, determination of directions of change and locating reallocation resources. Reexamine priorities. Situation assessment provides a tool with which the ministry management is able to examine its objectives and goals in orderly fashion, its priorities and ways of realizing them in the short and long term. Determine directions for change. The situation assessment provides infrastructure for the work plan and budget formulation process, based on lessons learned from the past year and modifications in the work environment, at an early time that enables it to be realized. Locate internal resources. The work process helps locate internal resources that do not promote the priorities and reallocating them within the work plan. This is usually the way to finance new plans. 7

9 The annual work plan generation process is influenced by the situation assessment from several aspects. It begins with formulating objectives for the coming year based on ministry goals, annual situation assessment and given budgetary limitations. The annual policy objectives, after being determined, provide the base for design of assignments and tools to be used by the ministry. Execution of the assignments brings about the result. The result influences the process in two channels both part of the annual situation assessment: result measurement and evaluation on the one hand and feedback from users and public, on the other hand. This is an ongoing process of planning, execution and study, and situation assessment is a vital cornerstone of this process. Annual work program construction process Adaptation and update during situation assessment Feedback from users and public Multi-annual ministry goals Products and results Organization and execution Result measurement and assessment Task and tool design Annual policy objectives Annual situation assessment products Budgetary and other restrictions Adaptation and update during situation assessment 8

10 The situation assessment will be directed at observing four foundations of strategic planning of human resources: * The organization s adaptation to its assignments * Development of human resources * Core manpower * Work relations and wages Furthermore, it will be in tune with relevant global trends, regional trends, economic and social aspects and processes within the civil service. 9

11 Second Section: the planning cycle and budget cycle 1 The following chart displays the components of the planning and budget cycle and major cornerstones related to it, into which the human resource planning process should be integrated. Based on comprehension of the planning and budget cycle components we will be able to found the planning abilities of the world of human resources. The full details of the planning and budget cycle components are specified in the Government Planning Guide booklet distributed in September 2010 by the policy planning division in the Prime Minister s Office and is recommended for reading and more profound information. December January Knesset votes on state budget November Ministry units receive instructions on execution of the work plan Annual summary and conclusions February October September August Government budget discussion, including ministry frameworks Ministerial work plan built Round 0 ministerial work plan Budget approval by government and Knesset Ministerial work point determined tasks adapted to resources July Preparation for next state budget June National situation assessment formed Ministerial situation assessment formed May Government determines objectives and priorities March April Civil service human resource situation assessment process formulated At this stage of the work year, the coordination process with the Budget Division and Civil Service Commission must be held regarding peak manpower required by the ministry, significant organizational modifications derived from assignment objectives etc. should be carried out 1 Based on the Government Planning Guide, Jerusalem, September 2010, updated version (4.0) pp

12 Human resources division situation assessment In general, within the annual planning cycle, the ministerial situation assessment should be concluded by the end of May in order to generate the national situation assessment and enable annual objectives of headquarters ministries to be determined (Prime Minister s Office, Treasury Ministry, Civil Service Commission). Before the budget discussions, based on the ministries work during the situation assessment formulation process, a process will take place in which, in early February, the State Civil Service Commission formulates the situation assessment draft reflecting from the data collected, on the one hand, annual summaries and reviews and additional subjects specified in this guide. The above draft will be distributed to all civil service senior deputy directors of human resources and additional government headquarters entities (Prime Minister s Office, Treasury Ministry and others) to obtain their enlightenments and comments and other issues that they believe should be included in the civil service human resources situation assessment. At the end of this cycle, the civil service human resources situation analysis document will be published in the course of May, providing a foundation for the senior deputy directors of human resources situation assessment and the Civil Service Commission work plan. Results of the situation assessment will be used to prepare the ministerial work plan that must be concluded by late November, prior to Knesset vote on state budget. 11

13 Civil service human resources situation assessment formulation process chart Sources of information that enable formulation of the situation assessment process are diverse and include a large number of parties: Treasury Ministry Civil Service Commission Prime Minister s Office Situation assessment Ministry of Industry and Commerce National Economic Council Prime Minister s Office Ministerial deputy directors of human resources Research institutions Academic institutions 12

14 The situation assessment process is integrated, combining other headquarters parties in government, on the one hand, and senior deputy directors of human resources, on the other hand. Identification of initial trends January Deputy directors of human resources Formulating initial insights To key headquarters parties March/April Situation assessment formulation May/June 13

15 Third section: generating situation assessment insights 2 This data is relevant when its meaning produces new insight for the appropriate ministry. Data identification and collection In this framework, the senior deputy director of human resources must produce and collect relevant information about the human resource areas for which he is responsible. This information may be collected from different parties in the civil service and outside it, including the MERKAVA system, research and academic institutions, various government ministries, Central Bureau of Statistics, comparative data from other countries and/or other sectors with similar properties in the world, of value and meaning relating to Israel in general and the particular ministry in particular. One should relate to data and insights that arose from the summary of the previous work year including review of results obtained vis-à-vis production measures and obtained results, auxiliary research products, conclusions (positive and negative) and assessment of drawbacks. In framework of data collection, information should be gathered on all ministry employees in different sections including age, gender, rank, sub-divisions and any other section that could provide insight on trends and or expected opportunities and differences during the data processing stage. 2 Phrasing, transcription, one or more insight per subject, leading to change in concept or previous approach 14

16 Resources Academic knowledge on human resource issues Source of information: academia and academic publications, professional literature, international literature. Required information: changes in the concept of the position of human resource manager in the organization, new theories of management, new management tools etc. Example: academic review of the human resource management theory and its development over the years. Division into seven groups of human resource management strategy specified in the article Human Resource Management Review 3 : 1. Explaining contingency perspectives and fit. 2. Shifting from a focus on managing people to creating strategic contribution. 3. Elaborating HR system components and structure. 4. Expanding the scope of SHRM4. 5. Achieving HR implementation and execution. 6. Measuring outcomes of SHRM. 7. Evaluating methodological issues. The possible significance of human resource planning in government ministries is application of the updated trends in human resources and adapting the concept of their operation accordingly. 3 Attached as an appendix to this document 4 Strategic Human Resource Management 15

17 International trends Source of information: free press, open data bases, academia, Foreign Ministry, National Economic Council. Required information: international trends will be integrated in the situation assessment with contents that influence human resource content worlds, relevant new markets compared to markets that are on the decline, different cultures becoming relevant. Example: According to the OECD 5 report, there is a trend for developing countries to overtake developed countries when it comes to GNP. The relevant aspects relating to human resources are opening and empowerment of markets in Asia and Africa. The significance for HR personnel is training human resources engaged in trade and/or foreign relations with these countries or that would be engaged in these relations following the above developments. Regional trends Source of information: free press, open data bases, academia, Foreign Ministry, Prime Minister s Office, National Economic Council. Required information: regional trends that could influence the economic and employment situation, threats and opportunities that may influence the economy and civil service. Example: instability in the Middle East, Arab Spring, instability in Syria 6 cause instability in the region. Regional worsening may occur and on the other hand a New Middle East is also possible. The possible significance of planning human resources in government ministries is the possible escalation that could bring about change in government priorities, both from the budgetary viewpoint (transfer of financial resources from government ministries for security expenses) and applications for handling economic and governmental aspects. 5 Economic outlook, analysis and forecasts Looking to 2060: Long-term growth prospects for the world. 6 Middle East Notes and Comment: Regional Trends and Developments 16

18 Local trends Source of information: free press, open data bases, Bank of Israel, Foreign Ministry, Prime Minister s Office, National Economic Council etc. Required information: trends in Israeli economy 7 that influence the employment situation in Israel. Trends relating to wages and employment contracts, trends on the private and public markets that influence and/or are influenced by the civil service. Example: Significant cuts in the coming work year could bring to a significant rise in labor disputes, significance for human resource managers, preparation for labor disputes and preparing relevant issues, information about the plan to cut the budget ect. Economic and social trends Source of information: Central Bureau of Statistics, academic institutes and studies, global and OECD 8 data, Bank of Israel studies, Ministry of Industry and Commerce etc. Required information: demographic trends, data about proper representation, populations participating in the labor market, poverty rate, average wages etc. Example: increase in life expectancy causes financial burden on the labor market, requiring examination and attention. The possible implications of planning human resources in government ministries are in preparation for aging population, preparation for the load placed on the local work forces and solution for the general aging population in the State of Israel as a government service. 7 Bank of Israel macro-economic forecast: 8 Country statistical profile: Israel

19 Economic and social trends Source of information: Civil Service Commission, state information systems, MERKAVA system, inter-ministerial systems, Central Bureau of Statistics, report written by the civil service. Required information: development trends of human resources within the civil service, training and education in civil service, retirement forecast, terms in office etc. Example: in recent years 40 percent of the engineers are about to retire, a systemic solution to the developing gap must be found. The possible implications of human resource planning in government ministries are in preparation for the gap and realization of the Tzemach Commission on handling the developing gap 9. Budget Employment and labor agreements Source of information: the Treasury Ministry salary supervisor, different government ministries. Required information: developing trends in labor agreements that influence civil servants and administrative flexibility. Example: starting processes of examination of alternatives to the issue of personal contracts and uniform contracts in civil service. Economic and social trends Source of information: Central Bureau of Statistics, academic institutes and studies, global and OECD 10 data, Ministry of Education data etc. Required information: major trends in education, students achievements, developing gaps in knowledge and information, study majors in universities and institutions of higher education. Example: The proportion of computer engineering graduates is significantly lower compared to the number of those employed (despite the high wages), attests at developing market failure that one should prepare for. Possible implications of planning human resources in government ministries are formulation of systemic and local solutions for handling the developing deficiency through cooperation with academic institutions and creating unique studies to suit the ministries requirements. 9 The Marker review of the Tzemach Committee 10 Country statistical profile: Israel

20 National projects Source of information: government decisions, media and data bases. Required information: significant projects by the civil service and/or relevant ministry requiring assessments for prior response purposes. Example: constructing an airport in the south of the country requires preparations by the Tax Authority, Immigration and other ministries for manning positions in the south. Information, knowledge and technology Source of information: research institutions, academia, National Council of Economyç internet and media. Required information: major trends in technological development and information and knowledge mobility. Skills required from human resources following technological changes. Example: information and knowledge currently held by citizens significantly change the relations of power between citizens and government. Technological development changes the way citizens receive medical treatment 11. The possible significance for planning human resources in a government ministry is the training required for civil servants in direct (and indirect) contact with citizens and preparation for different type of service. Civil service surveys Source of information: surveys carried out by research institutions, government ministries and internal surveys. Required information: information regarding trends and data arising from the surveys, developing and multi-annual trends. Example: Haifa University recently carried out a survey of public service 12 displaying trends in public satisfaction with the service it receives. Possible implications for planning human resources in government ministries is determining a work plan and measurable improvement goals %D7%99%D7%94%20%D7%A8%D7%A4%D7%95%D7%90%D7%99%D7%AA%20%D7%9B%D7%9E%D7%A9%D7%A4%D7%99%D7%A2%D7%94%20%D7%A2%D7%9C%20% D7%94%D7%AA%D7%A4%D7%AA%D7%97%D7%95%D7%AA%20%D7%A9%D7%99%D7%A8%D7%95%D7%AA%D7%99%20%D7%A8%D7%A4%D7%95%D7%90%D7%94%2 0-%20%D7%9E%D7%90%D7%AA%20%D7%90%D7%A8%D7%99%D7%A7%20%D7%A7%D7%9C%D7%99%D7%99%D7%9F

21 Issues rising from previous year s summary Source of information: annual summaries and reviews held by different ministries regarding the previous year s work plan. Required information: major issues arising from the work plan that require handling and/or change of approach. Example: the issue of proper representation of women in senior civil service positions that is relatively lower than the percentage of women among all civil servants. Possible significance for planning human resources in government ministries is attention in the coming year s work plan, setting quantitative and measurable objectives that would improve the situation. Unique issues Source of information: government ministries, press, research institutions. Required information: additional subjects on the public/government/ministerial agenda that require different and/or individual attention in the work plan. Example: preparation for a national election year that causes a large number of replacements in various positions and change of policy, requires prior preparation for the process. 21

22 Fourth section: data analysis The methodology used for data analysis is the SWOT model (Strengths, Weaknesses, Opportunities, Threats) and must be based on results of the previous year s summary and insights that arose from it, and decision supporting data collected during the data identification and collection stage. The model helps formulate strategic insights in a changing, dynamic environment, enabling examination of the strengths and drawbacks stemming from the ministry s internal world, along with the opportunities and threats coming from the external world. Use of this model has three major targets: help formulating policy objectives, creating comprehension among the parties that influence realization of goals and objectives, and generating strategy for designing the ministry s work plan in view of the internal and external strengths, weaknesses, opportunities and threats. Review of opportunities and strengths in the external environment assessment of the directions and challenges that influence future ministry activities, combined with examination of the social-demographic, economic and political environment in which the ministry in general and the division in particular is operating. The guiding questions for this issue are: where are the good opportunities to be found? What are the threats and obstacles that may prevent improved performance or fulfillment of the organization s assignment objectives? Example: identification of an economic crisis situation, causing a rise in the number of job seekers. From the perspective of the ministry HR party this period provides an opportunity to obtain high-quality employees, and therefore it should plan for enhanced recruitment efforts in this period. Inter-organizational analysis of internal strengths and weaknesses examination of internal factors that could promote or delay execution of ministry policy. The guiding questions for this matter are what are our advantages? What needs to be improved? Where did we go wrong and what caused it? Example: identification of a state of professional weakness deriving from the retirement of professional leaders (focus of information) without realization of inter-generation knowledge transfer processes should aim at concentrating training efforts and enhancing professional knowledge at weak points. Weighing the difference between internal and external environment at this stage the difference between internal and external environment should be assessed in view of the ministry s current goals and objectives, as well as required future changes and results. Finally, alternatives for response based on the analysis should be drafted. 21

23 One of the ways of examining alternatives for solving identified differences is using the SWOT matrix to examine strategic alternatives: Internal strengths S Internal weaknesses W Opportunities in external environment O Maxi-maxi strategy Strategies utilizing strengths to maximize opportunities Mini-maxi strategy Strategies minimizing weaknesses by utilizing opportunities Threats in external environment T Maxi-mini strategy Strategies utilizing strengths to minimize threats Mini-mini strategies Strategies minimizing weaknesses and avoiding threats 22

24 Example of mapping examples in the document using the SWOT model Internal strengths Internal weaknesses Opportunities in external environment Opportunity; reform in human resource management presents a concept and activities designed to enhance role definition and concept of the senior deputy director of human resources as the strategic party in the organization. Internal strength: many current deputy directors are willing to realize professional enhancement processes for leading the civil service. Opportunity: trend giving rise to the possibility that the economy of developing countries, mainly in the Orient, will overtake that of developed Western nations. Internal strength: ability to divert resources and knowledge in civil service providing response to relevant public and economic requirements to create a base for commercial/economic/cultural and other relations with the Orient. Opportunity: construction of an airport in the south creates opportunity to include additional populations in the labor market and generate additional jobs. Internal strength: increased presence of government ministries in the south provides opportunity to recruit and place peripheral population in civil service jobs. Opportunity: trend creating the opportunity for the economy in developing countries, particularly the Orient, to overtake the economy of developed Western countries. Internal weakness: civil service manpower in areas relevant to trade, economic, cultural and social relations trained and used to working with countries with Western culture. Threat in external environment: aging population and available trained and experienced persons over 40 perceived as less attractive on the commercial labor market compared to younger people. Internal strength: lack of flexible employment models and existence of stigmas relating to the abilities of the older population. Threats in external environment Threat in external environment: significant wage difference among some of the professional required for civil service (e.g. engineers) threaten the ability to retain and recruit good-quality personnel into civil service. Internal strength: civil service ethos, tenure in service and ability to influence the entire country are a factor that balances out and complements wage differences. Threat in external environment: the information, knowledge and technological revolution provides a ready and accessible source of employment of good-quality personnel in other societies and other countries, creating possible mind escape and stars that abandon the government system. Internal strength: the civil service ethos, ability to enable the country to become digital, creating a supportive environment for knowledge and develop are a significant factor in the competition for excellent human resources in the country. Threat in external environment: preparation for significant budget cuts based on government decisions. Internal strength: inability to influence the budget directly, terms of service, work environment and wages may cause high-quality manpower to leave civil service for other sectors. Threat in external environment: lacking alternatives, the need to cut down on personal contracts in civil service poses a threat to the ability to recruit highquality personnel into civil service. Internal strength: the inability to adapt other wage models to the norms accepted in some professions to that in the public sector is a weakness in the ability to compete for good-quality manpower. 23

25 Finally, assessment of alternatives should be carried out, based on the following criteria: Conformity to what extent does the alternative conform to ministry policy and strategy and does it serve the required results? Resource applicability is the alternative viable considering the given abilities and resources? Acceptance will the alternative have enough support and legitimacy for it to be applied? Handling ways will be expressed in the work plan, specified in the Civil Service Human Resource Plan Writing Guide Reform Application Headquarters, October Summary The Civil Service Commission through the reform application headquarters/ strategic and policy planning division will distribute the initial insight of the civil service situation assessment based on the methodology described in this document. After receiving comments from headquarters ministries and senior deputy directors of human resources in civil service, the civil service human resource situation assessment for human resources will be published in the course of May/June during the work year. Based on this, after going into the details relevant to his ministry, the senior deputy directors of human resources will prepare a situation assessment of ministerial human resources based on the methodology specified in this document. This organized process of assessing the situation of civil service human resources will bring about a work plan focusing on the major issues at hand thereby serving to adjust civil service to the frequent changes in internal and external environment and will ensure, in the long term, better service for Israeli citizens. 24

ADMINISTRATIVE REFORM IN THE MEDITERRANEAN REGION

ADMINISTRATIVE REFORM IN THE MEDITERRANEAN REGION ADMINISTRATIVE REFORM IN THE MEDITERRANEAN REGION Summary of Israel *Lello Esposito, an important contemporary Neapolitan artist, created and donated the cover artwork, which revolves around the colours

More information

CONTEMPORARY HUMAN RESOURCES MANAGEMENT IN DEFENSE SYSTEM. Gajić Željko. Strategic Planning Department, Ministry of Defense, Serbia

CONTEMPORARY HUMAN RESOURCES MANAGEMENT IN DEFENSE SYSTEM. Gajić Željko. Strategic Planning Department, Ministry of Defense, Serbia CONTEMPORARY HUMAN RESOURCES MANAGEMENT IN DEFENSE SYSTEM Gajić Željko Strategic Planning Department, Ministry of Defense, Serbia Abstract: The way the human resources are managed is becoming a decisive

More information

Public Service Commission

Public Service Commission Public Service Commission Strategic Plan Part A, 2011-2016 Year 5 2015/16 Promoting and modeling excellent human resource practices Message from the Minister It is my pleasure to update the Public Service

More information

THE XVI GLOBAL CHILD NUTRITION FORUM ON SCHOOL FEEDING COMMUNIQUÉ

THE XVI GLOBAL CHILD NUTRITION FORUM ON SCHOOL FEEDING COMMUNIQUÉ THE XVI GLOBAL CHILD NUTRITION FORUM ON SCHOOL FEEDING COMMUNIQUÉ Post 2015 Agenda: Role of Nutrition in Sustainable School Feeding Programmes linked to Local Agriculture South Africa from 29 September

More information

U.S. Nuclear Regulatory Commission. Plan of Action Strategic Workforce Planning

U.S. Nuclear Regulatory Commission. Plan of Action Strategic Workforce Planning U.S. Nuclear Regulatory Commission Plan of Action Strategic Workforce Planning January 19, 2001 Strategic Workforce Planning Plan of Action January 19, 2001 Content Overview This plan of action outlines

More information

Water Utility Executive Leadership for the 21 st Century [Project #4342]

Water Utility Executive Leadership for the 21 st Century [Project #4342] Water Utility Executive Leadership for the 21 st Century [Project #4342] ORDER NUMBER: 4342 DATE AVAILABLE: November 2013 PRINCIPAL INVESTIGATOR: Manuel P. Teodoro INTRODUCTION Executive leadership is

More information

Attraction and Retention Series A focus on people and business. Workforce planning toolkit: Models, frameworks and processes Resource document 2

Attraction and Retention Series A focus on people and business. Workforce planning toolkit: Models, frameworks and processes Resource document 2 Attraction and Retention Series A focus on people and business Workforce planning toolkit: Models, frameworks and processes Resource document 2 Issue 3 November 2008 Table of contents Introduction... 3

More information

Part 1. MfDR Concepts, Tools and Principles

Part 1. MfDR Concepts, Tools and Principles Part 1. Concepts, Tools and Principles 3 Overview Part 1. MfDR Concepts, Tools and Principles M anaging for Development Results (MfDR) is multidimensional, relating back to concepts about how to make international

More information

POLICY ON HUMAN RESOURCE IN PUBLIC ADMINISTRATION

POLICY ON HUMAN RESOURCE IN PUBLIC ADMINISTRATION POLICY ON HUMAN RESOURCE IN PUBLIC ADMINISTRATION 1. INTRODUCTION Under the brilliant leadership of Samdech Akka Moha Sena Padei Techo HUN SEN, Prime Minister of the Royal Government of Cambodia through

More information

ENGINEERING LABOUR MARKET

ENGINEERING LABOUR MARKET ENGINEERING LABOUR MARKET in Canada Projections to 2025 JUNE 2015 ENGINEERING LABOUR MARKET in Canada Projections to 2025 Prepared by: MESSAGE FROM THE CHIEF EXECUTIVE OFFICER Dear colleagues: Engineers

More information

Equal Rights and Treatment for Roma in Moldova and Ukraine. Manual

Equal Rights and Treatment for Roma in Moldova and Ukraine. Manual Equal Rights and Treatment for Roma in Moldova and Ukraine Project Management Methodology Manual WELCOME TO THE COUNCIL OF EUROPE PROJECT MANAGEMENT METHODOLOGY In July 2001, the Council of Europe launched

More information

ICC 105 19 Rev. 1. 16 October 2012 Original: English. International Coffee Council 109 th Session 24 28 September 2012 London, United Kingdom

ICC 105 19 Rev. 1. 16 October 2012 Original: English. International Coffee Council 109 th Session 24 28 September 2012 London, United Kingdom ICC 105 19 Rev. 1 16 October 2012 Original: English E International Coffee Council 109 th Session 24 28 September 2012 London, United Kingdom Strategic action plan for the International Coffee Organization

More information

FORMULATING HUMAN RESOURCE DEVELOPMENT POLICY FOR THE PUBLIC SERVICE (KENYAN CASE)

FORMULATING HUMAN RESOURCE DEVELOPMENT POLICY FOR THE PUBLIC SERVICE (KENYAN CASE) CAPACITY BUILDING FOR HUMAN RESOURCE DEVELOPMENT POLICY AND STRATEGY IN PUBLIC SERVICE IN AFRICA WORKSHOP FORMULATING HUMAN RESOURCE DEVELOPMENT POLICY FOR THE PUBLIC SERVICE (KENYAN CASE) PRESENTED BY:

More information

SHRM Job Satisfaction Series: Job Security Survey. Research SHRM

SHRM Job Satisfaction Series: Job Security Survey. Research SHRM Job Satisfaction Series: Job Security Survey SHRM Job Satisfaction Series: Job Security Survey Evren Esen Survey Program Coordinator SHRM June 2003 This report is published by the Society for Human Resource

More information

Draft Concept Note Ministry of Foreign Affairs, Republic of Korea. The 2014 Busan Global Partnership Workshop 6-7 November, Seoul. 1.

Draft Concept Note Ministry of Foreign Affairs, Republic of Korea. The 2014 Busan Global Partnership Workshop 6-7 November, Seoul. 1. Draft Concept Note Ministry of Foreign Affairs, Republic of Korea The 2014 Busan Global Partnership Workshop 6-7 November, Seoul 1. Background 1.1. Global Partnership for Effective Development Co-Operation

More information

Guide on Developing a HRM Plan

Guide on Developing a HRM Plan Guide on Developing a HRM Plan Civil Service Branch June 1996 Table of Contents Introduction What is a HRM Plan? Critical Success Factors for Developing the HRM Plan A Shift in Mindset The HRM Plan in

More information

Migration Planning guidance information documents. Workforce Planning Best Practices

Migration Planning guidance information documents. Workforce Planning Best Practices Migration Planning guidance information documents Workforce Planning Best Practices October 7, 2011 Table of Contents 1. Purpose... 1 2. Workforce Analysis... 1 2.1 Workforce Analysis Framework... 2 2.2

More information

as a key driver of their financial performance, can be influential in realizing on that objective. SMART HR Manager By : Irene

as a key driver of their financial performance, can be influential in realizing on that objective. SMART HR Manager By : Irene SMART HR Manager By : Irene Dhanavathi Abstract: Human resource management (HRM), the management of work and people towards desired ends, is a fundamental activity in any organization in which human beings

More information

QUALITY MANAGEMENT RECOMMENDATION FOR VOCATIONAL EDUCATION AND TRAINING

QUALITY MANAGEMENT RECOMMENDATION FOR VOCATIONAL EDUCATION AND TRAINING QUALITY MANAGEMENT RECOMMENDATION FOR VOCATIONAL EDUCATION AND TRAINING QUALITY MANAGEMENT RECOMMENDATION FOR VOCATIONAL EDUCATION AND TRAINING Authors and the Finnish National Board of Education ISBN

More information

University Standards and Explanation. Japan University Accreditation Association

University Standards and Explanation. Japan University Accreditation Association University Standards and Explanation Japan University Accreditation Association Revised March 5, 2004 Foreword Japan University Accreditation Association (JUAA) was established in 1947 and has contributed

More information

University of Turku HUMAN RESOURCES POLICY

University of Turku HUMAN RESOURCES POLICY University of Turku HUMAN RESOURCES POLICY Publisher Turun yliopisto Layout Mirja Sarlin Suomen Yliopistopaino Oy Uniprint 2012 University of Turku HUMAN RESOURCES POLICY Approved by the Board 28 March

More information

Technical and vocational education, a tool for national development in Nigeria

Technical and vocational education, a tool for national development in Nigeria International Letters of Social and Humanistic Sciences Vol. 14 (2014) pp 53-59 Online: 2012-10-29 (2014) SciPress Ltd., Switzerland doi:10.18052/www.scipress.com/ilshs.14.53 Technical and vocational education,

More information

Policy 10.105: Enterprise Risk Management Policy

Policy 10.105: Enterprise Risk Management Policy Name: Responsibility: Complements: Enterprise Risk Management Framework Coordinator, Enterprise Risk Management Policy 10.105: Enterprise Risk Management Policy Date: November 2006 Revision Date(s): January

More information

United Cities and Local Governments, UCLG Policy Paper on Local Finance

United Cities and Local Governments, UCLG Policy Paper on Local Finance Commission on Urban Strategic Planning Policy Paper on Strategic Urban Development Introduction: The context of urban strategic planning The world population is rapidly becoming urbanized as the rural

More information

THE BANK OF ISRAEL FROM VISION TO OBJECTIVES

THE BANK OF ISRAEL FROM VISION TO OBJECTIVES THE BANK OF ISRAEL FROM VISION TO OBJECTIVES 2011 Bank of Israel Passages may be cited provided source is specified Editing: Director General s office, Planning and Economics unit Catalog #314141011 www.bankisrael.org.il/firsteng.htm

More information

Forecasts of Macroeconomic Developments, State Revenues from Taxes and Revenue from Other Sources, 2013-2014

Forecasts of Macroeconomic Developments, State Revenues from Taxes and Revenue from Other Sources, 2013-2014 Ministry of Finance Chief Economist - Research, State Revenue and International Affairs June 2013 Forecasts of Macroeconomic Developments, State Revenues from Taxes and Revenue from Other Sources, 2013-2014

More information

Course Descriptions for the Business Management Program

Course Descriptions for the Business Management Program Course Descriptions for the Business Management Program Upon completion of two quarters, students will earn a Professional Certificate in Business Management with a specialization in a chosen area: HR,

More information

August 2009. Page 1 PSA-2014-00177

August 2009. Page 1 PSA-2014-00177 August 2009. Page 1 Page 2 Citizens' Services (Kim Henderson) Introduction to Employee Engagement Engagement Scores at a Glance Your work unit Your organization 76 72 Employee engagement is a concept that

More information

QUALITY MANAGEMENT RECOMMENDATIONS FOR VOCATIONAL EDUCATION AND TRAINING

QUALITY MANAGEMENT RECOMMENDATIONS FOR VOCATIONAL EDUCATION AND TRAINING QUALITY MANAGEMENT RECOMMENDATIONS FOR VOCATIONAL EDUCATION AND TRAINING Recommendations Working Group PREFACE Vocational education and training (VET) and those responsible for providing it play more and

More information

Core Monitoring Guide

Core Monitoring Guide Core Monitoring Guide April 2005 eta UNITED STATES DEPARTMENT OF LABOR EMPLOYMENT AND TRAINING ADMINISTRATION Core Monitoring Guide April 2005 United States Department of Labor Employment and Training

More information

Executive Leadership Development Program for Civil Servants: Summary of the Experience over 28 Years

Executive Leadership Development Program for Civil Servants: Summary of the Experience over 28 Years Unit for System- Wide Impact and Measurement Executive Leadership Development Program for Civil Servants: Summary of the Experience over 28 Years Yehonatan Almog Lior Kadish The study was commissioned

More information

PEST Analysis in strategic Human Resources Planning. Hamid Reza Qasemi Islamic Azad University of Iran, Aligoodarz Branch Hamid-reza@myway.

PEST Analysis in strategic Human Resources Planning. Hamid Reza Qasemi Islamic Azad University of Iran, Aligoodarz Branch Hamid-reza@myway. PEST Analysis in strategic Human Resources Planning Hamid Reza Qasemi Islamic Azad University of Iran, Aligoodarz Branch Hamid-reza@myway.com Abstract: The present complex world require as far as is feasible,

More information

LESSONS FROM THE FINANCIAL CRISIS FOR RISK MANAGEMENT

LESSONS FROM THE FINANCIAL CRISIS FOR RISK MANAGEMENT LESSONS FROM THE FINANCIAL CRISIS FOR RISK MANAGEMENT Gabriela PAVAL Alexandru Ioan Cuza University of Iasi Iasi, Romania gabriela.paval@gmail.com Abstract Lately, in the literature in the field there

More information

NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan

NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan U.S. NUCLEAR REGULATORY COMMISSION COMPREHENSIVE Diversity Management Plan Vision Statement: NRC is an agency where all employees are valued and have an equal chance to succeed, thereby increasing organizational

More information

ROMANIAN - AMERICAN UNIVERSITY. School of Domestic and International Business, Banking and Finance

ROMANIAN - AMERICAN UNIVERSITY. School of Domestic and International Business, Banking and Finance Invest in People! Project co-financed by European Social Fund through the Sectoral Operational Programme Human Resource Development 2007 2013 Priority Axis: 1. Education and training in support for growth

More information

Human Resource Secretariat Business Plan 2011-12 to 2013-14

Human Resource Secretariat Business Plan 2011-12 to 2013-14 Human Resource Secretariat Business Plan 2011-12 to 2013-14 September 2012 I II Message from the Minister As the Minister of Finance, President of Treasury Board and Minister responsible for the newly

More information

Economic Planning in China by Gregory C. Chow, Princeton University CEPS Working Paper No. 219 June 2011

Economic Planning in China by Gregory C. Chow, Princeton University CEPS Working Paper No. 219 June 2011 Economic Planning in China by Gregory C. Chow, Princeton University CEPS Working Paper No. 219 June 2011 Economic Planning in China Gregory C. Chow This paper provides an up-to-date study of economic planning

More information

2014/15 Annual Plan for British Columbia. Labour Market Development Agreement (LMDA)

2014/15 Annual Plan for British Columbia. Labour Market Development Agreement (LMDA) 2014/15 Annual Plan for British Columbia Labour Market Development Agreement (LMDA) Labour Market Development Agreement It is my pleasure to present the 2014/15 Annual Plan for the Labour Market Development

More information

JOBS FOR EUROPE: THE EMPLOYMENT POLICY CONFERENCE. Brussels, 6-7 September 2012 Plenary session

JOBS FOR EUROPE: THE EMPLOYMENT POLICY CONFERENCE. Brussels, 6-7 September 2012 Plenary session JOBS FOR EUROPE: THE EMPLOYMENT POLICY CONFERENCE Brussels, 6-7 September 2012 Plenary session Keynote speech Minister Elsa Fornero Thursday 6 September 12.45 Dear Commissioner, dear Speakers, Ladies and

More information

Department of Human Resource Management

Department of Human Resource Management Department of Human Resource Management I. Internal Scan Introduction The Department of Human Resource Management (DHRM) is the central human resource agency for the executive branch of Utah State government.

More information

Internal control over financial reporting Statement, assessment summary and action plan. For the fiscal year ending March 31, 2012

Internal control over financial reporting Statement, assessment summary and action plan. For the fiscal year ending March 31, 2012 Internal control over financial reporting Statement, assessment summary and action plan For the fiscal year ending March 31, 2012 Summary of the assessment of effectiveness of the system of internal control

More information

Bachelor's Degree in Business Administration and Master's Degree course description

Bachelor's Degree in Business Administration and Master's Degree course description Bachelor's Degree in Business Administration and Master's Degree course description Bachelor's Degree in Business Administration Department s Compulsory Requirements Course Description (402102) Principles

More information

The Competitiveness of the Bulgarian Economy - Competitive Advantages and Disadvantages

The Competitiveness of the Bulgarian Economy - Competitive Advantages and Disadvantages Economy - Competitive Advantages and Disadvantages (Analyzing with the TOWS Matrix) M. Marikina * Summary: The economic aspects of competitiveness are important and significant issues for both Bulgarian

More information

HUMAN RESOURCE MANAGEMENT IN BULGARIA DURING THE TRANSITION TO MARKET ECONOMY

HUMAN RESOURCE MANAGEMENT IN BULGARIA DURING THE TRANSITION TO MARKET ECONOMY HUMAN RESOURCE MANAGEMENT IN BULGARIA DURING THE TRANSITION TO MARKET ECONOMY Vatchkova E. (1997). Human Resource Management in Bulgaria During the Transition to Market Economy, European Conference: Human

More information

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3

More information

Sustainable Development Strategy: Egypt Vision 2030

Sustainable Development Strategy: Egypt Vision 2030 Sustainable Development Strategy: Egypt Vision 2030 Nihal El Megharbel, PhD First Assistant to the Minister of Planning, Monitoring and Administrative Reform Workshop on National Development Strategies

More information

2014 Washington State Employee Engagement Survey

2014 Washington State Employee Engagement Survey 2014 Washington State Employee Engagement Survey State Human Resources Division Office of Financial Management April 2015 Publication Information This report is available on the State Human Resources website

More information

Basic Policy on Comprehensive Economic Partnerships. 1. Environment surrounding Japan and promotion of high level economic partnerships

Basic Policy on Comprehensive Economic Partnerships. 1. Environment surrounding Japan and promotion of high level economic partnerships [Provisional Translation] Basic Policy on Comprehensive Economic Partnerships November 9th, 2010 Cabinet Decision 1. Environment surrounding Japan and promotion of high level economic partnerships Today

More information

National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016

National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016 National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016 September 30, 2011 Strategic Human Capital Plan National Transportation Safety Board Fiscal Years 2011 through 2016 Prepared

More information

Integrated performance management system: The Botswana experience

Integrated performance management system: The Botswana experience 34 6th Public Service Learning Academy Integrated performance management system: The Botswana experience By John Phatshwe and Bernard Pakes of the Botswana National Productivity Centre This paper is intended

More information

Dalia Mandler Malka Korazim CENTER FOR RESEARCH ON DISABILITIES AND SPECIAL POPULATIONS CENTER FOR RESEARCH ON MANPOWER AND SOCIAL PLANNING

Dalia Mandler Malka Korazim CENTER FOR RESEARCH ON DISABILITIES AND SPECIAL POPULATIONS CENTER FOR RESEARCH ON MANPOWER AND SOCIAL PLANNING CENTER FOR RESEARCH ON DISABILITIES AND SPECIAL POPULATIONS CENTER FOR RESEARCH ON MANPOWER AND SOCIAL PLANNING Direct Support Workers in Residential, Sheltered Employment and Extended Day Care Programs

More information

State of Minnesota IT Governance Framework

State of Minnesota IT Governance Framework State of Minnesota IT Governance Framework June 2012 Table of Contents Table of Contents... 2 Introduction... 4 IT Governance Overview... 4 Process for Developing the New Framework... 4 Management of the

More information

Report. on the analysis of human resource management issues in the medical institutions

Report. on the analysis of human resource management issues in the medical institutions Report on the analysis of human resource management issues in the medical institutions Designed by Oleg Galbur consultant assistance in developing local human resources strategy and action plan for implementation

More information

TU General Education Courses (18) College Specific Required courses (7) Elective Courses. (at least 2) Professional courses (18)

TU General Education Courses (18) College Specific Required courses (7) Elective Courses. (at least 2) Professional courses (18) WILLIAM V. S. TUBMAN UNIVERSITY DEPARTMENT OF PUBLIC ADMINISTRATION BACHELOR OF SCIENCE IN PUBLIC ADMINISTRATION Program Description The B.Sc. Public Administration degree program provides an academic

More information

Microcredit and Incubators for Small Businesses

Microcredit and Incubators for Small Businesses How to encourage women s participation in the job market and assist those who are unemployed: Microcredit and Incubators for Small Businesses February 2006 One means of increasing the participation of

More information

Convention on the Elimination of All Forms of Discrimination against Women

Convention on the Elimination of All Forms of Discrimination against Women United Nations CEDAW/C/DEU/Q/6 Convention on the Elimination of All Forms of Discrimination against Women Distr.: General 12 August 2008 Original: English ADVANCE UNEDITED VERSION Committee on the Elimination

More information

International Course: Innovative Entrepreneurship: From an Idea to Starting a Business. 4-21 January, 2016

International Course: Innovative Entrepreneurship: From an Idea to Starting a Business. 4-21 January, 2016 MASHAV - Israel s Agency for International Development Cooperation with STATE OF ISRAEL YABT (Young Americas Business Trust) Organization of American States invite professionals to participate in the Israel's

More information

DRAFT GUIDELINES ON DECENTRALISATION AND THE STRENGTHENING OF LOCAL AUTHORITIES

DRAFT GUIDELINES ON DECENTRALISATION AND THE STRENGTHENING OF LOCAL AUTHORITIES DRAFT GUIDELINES ON DECENTRALISATION AND THE STRENGTHENING OF LOCAL AUTHORITIES 1 INTRODUCTION Sustainable human settlements development can be achieved through the effective decentralization of responsibilities,

More information

Branding the Government As An Employer of Choice

Branding the Government As An Employer of Choice Branding the Government As An Employer of Choice By Neil Reichenberg, IPMA-HR Executive Director If governments are both to compete successfully for talented applicants and retain high performing employees,

More information

The Work on Gender Mainstreaming in the Ministry of Employment by Agnete Andersen, legal adviser

The Work on Gender Mainstreaming in the Ministry of Employment by Agnete Andersen, legal adviser The Work on Gender Mainstreaming in the Ministry of Employment by Agnete Andersen, legal adviser Agnete Andersen The outset for the work on gender mainstreaming Gender equality is a difficult bird because

More information

Government Communication Professional Competency Framework

Government Communication Professional Competency Framework Government Communication Professional Competency Framework April 2013 Introduction Every day, government communicators deliver great work which supports communities and helps citizens understand their

More information

OVERVIEW OF CURRENT SCHOOL ADMINISTRATORS

OVERVIEW OF CURRENT SCHOOL ADMINISTRATORS Chapter Three OVERVIEW OF CURRENT SCHOOL ADMINISTRATORS The first step in understanding the careers of school administrators is to describe the numbers and characteristics of those currently filling these

More information

2 Gabi Siboni, 1 Senior Research Fellow and Director,

2 Gabi Siboni, 1 Senior Research Fellow and Director, Cyber Security Build-up of India s National Force 2 Gabi Siboni, 1 Senior Research Fellow and Director, Military and Strategic Affairs and Cyber Security Programs, Institute for National Security Studies,

More information

State of Alaska. Workforce Planning. Desk Reference and Guide. State of Alaska, Department of Administration, Division of Personnel & Labor Relations

State of Alaska. Workforce Planning. Desk Reference and Guide. State of Alaska, Department of Administration, Division of Personnel & Labor Relations State of Alaska Right People, Right Place, Right Time, Workforce Planning Desk Reference and Guide State of Alaska, Department of Administration, Division of Personnel & Labor Relations Page Table of Contents

More information

Prospective immigration to Israel through 2030: methodological issues and challenges

Prospective immigration to Israel through 2030: methodological issues and challenges WP 21 23 April 2010 UNITED NATIONS STATISTICAL COMMISSION and ECONOMIC COMMISSION FOR EUROPE STATISTICAL OFFICE OF THE EUROPEAN UNION (EUROSTAT) CONFERENCE OF EUROPEAN STATISTICIANS Joint Eurostat/UNECE

More information

University Of North Dakota SBHE Policy 403.1. & 404.1

University Of North Dakota SBHE Policy 403.1. & 404.1 University Of North Dakota SBHE Policy 403.1. & 404.1 In accordance with SBHE Policy 403.1, Program Approval; and 404.1, Distance Learning Credit activities, UND seeks on-going approval for on-campus and

More information

Level 1 Articulated Plan: The plan has established the mission, vision, goals, actions, and key

Level 1 Articulated Plan: The plan has established the mission, vision, goals, actions, and key S e s s i o n 2 S t r a t e g i c M a n a g e m e n t 1 Session 2 1.4 Levels of Strategic Planning After you ve decided that strategic management is the right tool for your organization, clarifying what

More information

The Rock Star of the Recovery : Explaining Sweden s Strong Economic Performance

The Rock Star of the Recovery : Explaining Sweden s Strong Economic Performance The Rock Star of the Recovery : Explaining Sweden s Strong Economic Performance Johan Berggren Political Advisor to the Swedish Ministry of Finance E urope is beset by economic and financial risks: uneven

More information

HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960;

HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960; THE COUNCIL, HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960; HAVING REGARD to the 1976 Recommendation of the Council on

More information

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources The International Public Management Association for Human Resources

More information

UNESCO S CONTRIBUTIONS TO THE DRAFT OUTCOME STATEMENT OF THE NETMUNDIAL CONFERENCE. Introduction

UNESCO S CONTRIBUTIONS TO THE DRAFT OUTCOME STATEMENT OF THE NETMUNDIAL CONFERENCE. Introduction UNESCO S CONTRIBUTIONS TO THE DRAFT OUTCOME STATEMENT OF THE NETMUNDIAL CONFERENCE 16 April 2014 (Highlighted in yellow below) Introduction 1. The Global Multistakeholder Meeting on the Future of Internet

More information

Guidelines for the Security Management of Health. information Systems. Edition 4

Guidelines for the Security Management of Health. information Systems. Edition 4 Guidelines for the Security Management of Health information Systems Edition 4 (Draft version in English) March 2009 Ministry of Health, Labour and Welfare Revision History Edition Date Description 1 March

More information

The Development of Self-Employment in Russia

The Development of Self-Employment in Russia The Development of Self-Employment in Russia Theodore February 2001 PONARS Policy Memo 186 University of Arizona Despite the important economic, social, and political roles the self-employed can potentially

More information

Human Resources Management Program Standard

Human Resources Management Program Standard Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges

More information

Department of Finance. Strategic Plan 2011-2014. A vibrant and self-reliant economy and prosperous people.

Department of Finance. Strategic Plan 2011-2014. A vibrant and self-reliant economy and prosperous people. Department of Finance Strategic Plan 2011-2014 A vibrant and self-reliant economy and prosperous people. Department of Finance 2009-10 Annual Report 1 Department of Finance P.O. Box 8700, Confederation

More information

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,

More information

Program Prospectus Human Resources Management

Program Prospectus Human Resources Management The Institute of Public Administration Program Prospectus Human Sector: Human General Goal of Program: Prepare students for undertaking management of human resources effectively in both public and private

More information

Department of Political Science. College of Social Science. Undergraduate Bachelor s Degree in Political Science

Department of Political Science. College of Social Science. Undergraduate Bachelor s Degree in Political Science Student Outcomes Assessment Plan (SOAP) I. Mission Statement Department of Political Science College of Social Science Undergraduate Bachelor s Degree in Political Science The Department of Political Science

More information

Corporate Governance Guidelines. Huron Consulting Group Inc. DM5-LGL-#2531-v6

Corporate Governance Guidelines. Huron Consulting Group Inc. DM5-LGL-#2531-v6 Corporate Governance Guidelines of Huron Consulting Group Inc. Amended as of February 11, 2015 DM5-LGL-#2531-v6 CORPORATE GOVERNANCE GUIDELINES OF HURON CONSULTING GROUP INC. The following Corporate Governance

More information

Public Administration Reform Process In Macedonia: Between Politics And Good Governance

Public Administration Reform Process In Macedonia: Between Politics And Good Governance Public Administration Reform Process In Macedonia: Between Politics And Good Governance Branko Dimeski Assistant Professor, Department of Administration and Management Information Systems, St. Kliment

More information

Talent Management in a new area

Talent Management in a new area Talent Management in a new area Tom Pfeiffer Partner Audit Deloitte Sacha Thill Senior Consultant Operations Excellence & Human Capital Deloitte In recent decades, organizations have increased their efforts

More information

Strategic Plan. City of Chesapeake. Office of the Real Estate Assessor

Strategic Plan. City of Chesapeake. Office of the Real Estate Assessor Strategic Plan City of Chesapeake Office of the Real Estate Assessor Background Perspective Office of the Real Estate Assessor Strategic Plan In February 2003, William L. Rice was appointed by City Council

More information

2. Old-age and Survivors' Insurance

2. Old-age and Survivors' Insurance 2. Old-age and Survivors' Insurance A. General Chapter 4: Benefits: Activities and Trends - Old-age and Survivors' Insurance Old-age and survivors' pensions of the National Insurance Institute constitute

More information

CERTIFICATION OF SEAFARER RECRUITMENT AND PLACEMENT SERVICE PROVIDERS

CERTIFICATION OF SEAFARER RECRUITMENT AND PLACEMENT SERVICE PROVIDERS Guide for Certification of Seafarer Recruitment and Placement Service Providers GUIDE FOR CERTIFICATION OF SEAFARER RECRUITMENT AND PLACEMENT SERVICE PROVIDERS AUGUST 2011 American Bureau of Shipping Incorporated

More information

Long-term care insurance in Japan

Long-term care insurance in Japan Shifting Values : How should we care for older people in society Long-term care insurance in Japan - Social background, evaluation and future - November 2013 Masahiko HAYASHI Deputy Assistant Minister

More information

INSTITUTE FOR INTERNATIONAL LAW & HUMAN RIGHTS

INSTITUTE FOR INTERNATIONAL LAW & HUMAN RIGHTS IILHR COMMENTS: FEDERAL CIVIL SERVICE COUNCIL DRAFT LAW OCTOBER 2008 After studying the current Federal Civil Service Council Draft law, IILHR has compiled the following comments for your review. The main

More information

THE REPUBLIC OF UGANDA DPP

THE REPUBLIC OF UGANDA DPP THE REPUBLIC OF UGANDA DPP Staff Training and Development Policy 2014 TABLE OF CONTENTS 1.0 INTRODUCTION 3 1.1 Policy and Legal Framework 4 1.2 Principles/Guidelines of the Training and Staff Development

More information

WORKFORCE AND SUCCESSION PLANNING

WORKFORCE AND SUCCESSION PLANNING 2012 WORKFORCE AND SUCCESSION PLANNING Toolkit to Identify and Address Strategic Talent Gaps Workforce Management Office NOAA 1/1/2012 Table of contents Introduction... 3 Workforce Planning... 3 Step 1:

More information

STRATEGIC PLAN 2013/2014 TO 2015/2016

STRATEGIC PLAN 2013/2014 TO 2015/2016 STRATEGIC PLAN 2013/2014 TO 2015/2016 1. WCO Strategic Plan Introduction 1. The purpose of this document is to present the WCO Strategic Plan that was approved by the Council in June 2013 for the years

More information

Lead-Engage-Perform. Agenda. Public Sector Leadership for Improved Employee Engagement and Organisational Success

Lead-Engage-Perform. Agenda. Public Sector Leadership for Improved Employee Engagement and Organisational Success Public Governance and Territorial Development Directorate Working Party on Public Employment and Management Lead-Engage-Perform Public Sector Leadership for Improved Employee Engagement and Organisational

More information

HRM. Human Resource Management Rapid Assessment Tool. A Guide for Strengthening HRM Systems. for Health Organizations. 3rd edition

HRM. Human Resource Management Rapid Assessment Tool. A Guide for Strengthening HRM Systems. for Health Organizations. 3rd edition HRM Human Resource Management Rapid Assessment Tool for Health Organizations A Guide for Strengthening HRM Systems 3rd edition . Human Resource Management Rapid Assessment Tool Copyright 2005, renewed

More information

Description of the program

Description of the program Study program Faculty Cycle Public Administration Public Administration and Political Sciences Undergraduate ECTS 180 Offered in Tetovo and Skopje Description of the program The program for Public Administration

More information

Since the 1990s, accountability in higher education has

Since the 1990s, accountability in higher education has The Balanced Scorecard Beyond Reports and Rankings More commonly used in the commercial sector, this approach to strategic assessment can be adapted to higher education. by Alice C. Stewart and Julie Carpenter-Hubin

More information

Once a company determines it has exportable products, it must still consider other factors, such as the following:

Once a company determines it has exportable products, it must still consider other factors, such as the following: EXPORT STRATEGY ASSESSING A PRODUCT'S EXPORT POTENTIAL There are several ways to gauge the overseas market potential of products and services. (For ease of reading, products are mentioned more than services

More information

International Monetary and Financial Committee

International Monetary and Financial Committee International Monetary and Financial Committee Twenty-Seventh Meeting April 20, 2013 Statement by Koen Geens, Minister of Finance, Ministere des Finances, Belgium On behalf of Armenia, Belgium, Bosnia

More information

MINISTRY OF LABOUR AND HUMAN RESOURCE DEVELOPMENT WORKPLACE POLICY HIV/AIDS JUNE 2007

MINISTRY OF LABOUR AND HUMAN RESOURCE DEVELOPMENT WORKPLACE POLICY HIV/AIDS JUNE 2007 MINISTRY OF LABOUR AND HUMAN RESOURCE DEVELOPMENT WORKPLACE POLICY ON HIV/AIDS JUNE 2007 Table of contents Table of contents... I Preface...II Foreword... III Definition Of Terms... IV 1.0. INTRODUCTION...1

More information

Evolution of informal employment in the Dominican Republic

Evolution of informal employment in the Dominican Republic NOTES O N FORMALIZATION Evolution of informal employment in the Dominican Republic According to official estimates, between 2005 and 2010, informal employment fell from 58,6% to 47,9% as a proportion of

More information

CHAPTER TEN. Quality Assurance and Quality Control MAINE RIGHT OF WAY MANUAL

CHAPTER TEN. Quality Assurance and Quality Control MAINE RIGHT OF WAY MANUAL CHAPTER TEN Quality Assurance and Quality Control MAINE RIGHT OF WAY MANUAL December 2010 Section Table of Contents Page 10-1 PURPOSE AND OBJECTIVES... 10-1(1) 10-1.01 Purpose... 10-1(1) 10-1.02 Quality

More information

Performance Monitoring and Evaluation System (PMES) Framework Document

Performance Monitoring and Evaluation System (PMES) Framework Document Performance Monitoring and Evaluation System (PMES) Framework Document Performance Management and Evaluation Unit Cabinet Support and Policy Division Cabinet Office 8 th November 2010 Table of Contents

More information

The Hospital Strategy Project in South Africa

The Hospital Strategy Project in South Africa 8 The Hospital Strategy Project in South Africa Monitor Company, Health Partners International, Center for Health Policy, and National Labor and Economic Development Institute, South Africa This chapter

More information