1. OUTCOMES OF THE HRWG WORKSHOPS

2. Workshop No 1: Competencies of public administration top managers, required competencies of tomorrows Workshop No 2: Necessity to change the organizational culture and values of PA Workshop No 3: New generation and collaboration of multigenerational workforce 3 workshops 2

3. Main challenge: we have values identified but do we live with them? Values which should be strengthened in PA: Client orientation (user friendly and service oriented culture) Result orientation Social values: networking, sharing, dialogue, collaboration Trust Loyalty New values in PA Working for common good, social responsibility Diversity Holistic approach to results Values orientation to work for PA in the future 3

4. New mindset in PA when implementing changes From proposing to listening From “top down” to “buttom up” From formal involvement to engagement Challenges of leadership in changing organizational culture of PA To have leaders in PA Recruit leaders, not just best professionals (some competences cannot be developed, can only be recruited (how to do in different CS systems?) Necessity to change organizational culture of PA 4

5. TPM competencies needed for future 5 Behavior: Integrity Team work Cooperation Knowledge: Leading projects Technical skills Accountability Attitude: Open mind Able to reflect Ability to listen Skills: Networking Change management Conflict management Coping with stress

6. One leader can not cover all areas, so need a team of managers/ leaders How to lead a permanent change instead of sequent reforms? Leadership is mainly about relationship and trust TPM competencies 6

7. Ageing of public administration recognized as problem, but all generations have strengths Avoid stereotypes - older employees are ready to adapt to new challenges – inclusive approach is critically important More problematic to retain than attract young generation Public administration is attractive as a first workplace Enter barriers into public administration are observed in some countries Multigenerational workforce 7

8. Obstacles to retain young generation: Low engagement Management policies and attitudes (work environment) Lack of variety in work 8

9. Inclusive approach Clearly communicated mission, vision and strategy of organization Engagement of top managers and their team Mobility and rotation programs to give the feeling of engagement Directions for work & room for improvement 9