1. Human Resources Employee Resourcing
Interim Report
Apr-07
DCFO C.Enness
North Wales FRS

2. Migration from Wholetime to Retained Duty Systems

3. Absence Management

4. Communications (Employer of Choice)
The work stream here is attempting to offer CFOA some guidelines that will enable FRS to attract the best possible applicants to its more senior positions.
These positions are not defined by their operational status but by the key part they might play in the strategic development and tactical delivery of Organisational Strategy.
The work is being completed by Christine Connor (Essex Press and media manager)
The best of companies spend some considerable time making sure that they are in a position to attract the best people (it is argued that knowledge management started in this way!)
The picture shows one very simple theory:
There is a simple theory that explain the processes one might have to consider in much the same way that we used to see Maslow describe hi hierarchy of needs. (The Mu Sigma filters ~ 1-6)
And the incentives
Personal Growth
Inculcate sense of achievement by highlighting both individual and team achievements to end user.
Seek constant feedback from public to recognize: - Individual employee achievements. - Organisational / departmental / Individual development needs.
A 360 degree feedback / appraisal method to ensure fair and object employee evaluation.
Professional Growth
Focus on internal attrition - Allow rotations across departments to ensure that employees are constantly kept excited about work.
Enable continuous education by: -Partnering with top tier educational organizations in the country. Deploy middle management selectively within the public sector to expose them to newer work environments.
Financial Growth
Competitive compensation schemes to employees at all levels.
Performance related pay

5. Succession and Workforce Planning

6. Union Learning Fund

7. POEST / Fitness

8. Age Discrimination

9. Questions ?