Escolar Documentos
Profissional Documentos
Cultura Documentos
People-Centric Organisation
AGENDA
Organizational Capacity Planning Individual Capability Development Key Focus areas to close the gap Challenges g ahead
Current Organisation
Need to adapt
Future Organisation
Attract
Plan
Develop
Reward
6
50to59
44%
56%
40to49
45%
55%
30to39
53%
47%
65%
35%
500
500
1,000
1,500
2,000
2,500
Female
Male
USG/ASG D2 D1 P5/L5 P4/L4/NOD P3/L3/NOC P2/L2/NOB P1/L1/NOA G7/TC7 G6 62% 72% 70% 50% 49% 47% 55% 49%
25% 75%
48% Female
52% Male
50% 51% 53% 45% 38% 28% 30% 25% 4% 20% 80% 0 200 400 600 800 1,000 1,200 1,400 75% 96%
GeneralService
400
200
Permanent Fixed-Term TAs/TFTs Total Count % Count % Count % Count % 10% 2,147 , 77% 379 14% 2,801 275 , 100% % 77 3% 2,340 79% 559 19% 2,976 100% 467 9% 3,908 72% 1,031 19% 5,406 100%
Responsibilities
Line Managers
Staff Members
HR Professionals
10
Recruitment / HR in Emergencies
Normal Recruitment (3-4 months)
2 weeks: Classification of JD 2 weeks: Advertisement
2-3 weeks: Short-listing (DHR) 2-4 weeks: CO Short-listing 1 week: k Organizing O i i I Interview t i P Panel l /Conducting Interviews 2 weeks: Submit case to CRB 1-2 weeks: Send recommendations for recruitment approval 1 week: Candidate Received Initial Offer Letter 1 week: Candidate Receives Detailed Offer letter
1 day: Approvals - all through Emergency Decision Lateral Appointments: DHR Director Promotions: DED 1 day: Candidate receives Detailed Offer letter
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CORE COMPETENCIES Communication Working with People Drive for Results
PLUS Depending on your area of work, you will have 3 - 6 of the following Functional Competencies FUNCTIONAL U C O CO COMPETENCIES C S
Deciding & Initiating Action Leading & Supervising Relating & Networking Persuading & Influencing A l i T Applying Technical h i lE Expertise ti Analyzing Learning & Researching Creating & Innovating Formulating Strategies & Concepts Planning & Organizing Following Instructions & Procedures Adapting & Responding to Change Coping with Pressure & Setbacks Entrepreneurial Thinking
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e-PAS
End 2009 new electronic p performance appraisal pp system y introduced for IP staff - integrated with competency framework Focuses on streamlined documentation and quality of dialogue e-PAS process requires staff planning (Performance Planning, MidYear Review, and Performance Review & Assessment phases) 81% global compliance rate vs. 60% historical compliance for paperbased system. N Next S Steps:
Comparative study of objectives quality Focus Groups and mid-year online questionnaire on training, support, and application Continued focus on management skills development
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UN Coherence
Inter-Agency Networks and Working Groups g of Policies and Practices Alignment HR systems alignment Joint staff relations Sharing Good Practice / Cost Savings Cost Sharing on Projects
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Strengthening partnership with Line Managers Assessing Future Needs based on Strategy Integrating HR Planning into Planning Cycle Streamlining g Processes and Policies Systems enhancements/integration Strengthening the HR Function
20
Human Resources are the key to success in reaching g our g goals Our focus is on : strategic planning systemic transformation g mindsets shifting
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