Royal Norwegian Ministry of Defence DIFI 2012 Human Resource Management Gap analysis.

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Presentation transcript:

Royal Norwegian Ministry of Defence DIFI 2012 Human Resource Management Gap analysis

GAP ANALYSIS Content - Merit based recruitment and promotion - Separation of Politics and Administration - Rights and Obligation - Integrity - HR Management development

Gaps Discovered Merit Based Recruitment / Promotion Western Standards - Non-partisan, fair and transparent - Based on assessment of competence and ability to do the Job - Public competition and selection the best available person - Probationary employment (after competition) GAPS: Recruitment - Politically biased (based on researches) - Possibility to appoint without competition (law on civil service - Appointment made by minister. Employer – Ministry not State; - No independent external appeal bodies (just court)

Gaps Discovered Merit Based Recruitment / Promotion Gaps: Promotion - No clear standards for promotion - No competitive based Promotion - No link between promotion, career progression and perfromance appraisal

Human Resource Management Department Recommendations - HR policy development (concept, guidelines, code of conduct ) and HR Policy unit - HR systems development and implementation recruitment, Selection, Appraisal, development, career progression - Human Resource Planning (needed legal base)

Job Descriptions Recommendations - Corresponding to actual job content and clearly distinguishing levels of difficulty and responsibility of different positions - Quickly adaptive to changing priorities - Compatible job descriptions and grading within and across public service and thus to promote staff mobility

Performance Appraisal Recommendations - Regular/periodic - Appraisal criteria should be objective and perfromance oriented - Should include interview and written report - Sufficient checks and balance; assessment report should be countersigned - Legal and managerial consequences of appraisal aoutcomes should be transparent and established

Training and development Recommendations - Fully and systematically Planned - Adequate indicate the bodies on responsibility for the provision of training falls and role of training institutions - Mechanisms cost of training are budgeted - Link the tarinings to advancement and promotion

Questions