Interface between HR Planning and HR Development

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1 Interface between HR Planning and HR Development Organisational Design and Development Perspective 19 September 2008

2 Presentation Outline Interface between HR planning and organisational design / development Elements of the interface between HRP and OD Mandate, strategic objectives and institutional form HR planning Implementing HRP Organizational design Organizational development Conclusion - Interface between HRD and HRP Slide 2

3 Interface between HR Planning and Organisational Design and Development Organizational Design HR Planning Organizational Development

4 Mandate, Strategic Objectives and Institutional Form Mandate refers to: White Paper, policy frameworks and legislation Strategic Plan sets out: Strategic objectives Broad functional areas Determine institutional form: National and provincial departments National and provincial government components Public entities Slide 4

5 HR Planning HRP aims to ensure that an organisation has the right people at the right place, at the right time, all the time HRP links high level strategy and action-orientated implementation that can be monitored and evaluated. Identify and plan around current and future needs (demand and supply) Forecasting, scenario planning and costing Skills inventory Slide 5

6 HRP Implementation Skills audits Cost reduction and efficiency HR Information system Ensuring HR data integrity Monitoring and evaluation Slide 6

7 Organizational Design Organisational Design refers to the process of aligning the functional structure of a given department with its objectives, with the ultimate aim of improving its efficiency and effectiveness Organisational design can be triggered by the need to improve service delivery, to improve specific processes, as the result of a new mandate or changes to the service delivery model Organisational design focuses on: Developing a service delivery model Functional decomposition of the strategic objectives into components (Branches, CDs, Divisions) Determining component Names Determining post designations, post levels and the number of posts Developing HR delegations Capacity development and interactive learning Guide and Toolkit on Organisational Design Slide 7

8 Organizational Development Organisational development refers to a planned, comprehensive and systematic process aimed at improving the overall effectiveness of a department. It involves intervening in the processes, structure and culture of the department in question. There is a strong emphasis on organisational behaviour, human resource management and development and managing organisational change. Organisational development focuses on: Processes, structure and culture Organisational behaviour and change management Assessment of organisational and HR capacity to deliver on mandate Interface with HR Capacity Assessment Toolkit Organisational performance management and assessment Validation of staff establishment information Monitoring and evaluation (trend analyses) Identify hotspots for support to departments Slide 8

9 Conclusion - Interface Between HRD and HRP By measuring what is planned (HR plan) and what is implemented (skills audit), a skills gap can be identified HRD will interface at these points in terms of facilitating: The development and training of staff (workplace skills plans) HR capacity assessments (toolkit) In conclusion high performing departments that meet the needs of citizens is a reality through the processes of: HR planning and the creation of appropriate organisational structures Monitoring the implementation of HR plans, skills development and organisational development initiatives Slide 9

10 Thank You Slide 10

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