1. Human resource management The continuing weak link

2. Introduction HR is indeed the continuing weak link –Reversal of changes introduced to meet the acquis –Return to old ways –Good achievements based on “ad hoc solutions” –Few examples of best practice

3. HR-the keystone of the arch HR is not only a continuing weak link but the continuing weak link Policy /people /systems are integrated but HR is the keystone of the public arch People are needed for – the development and implementation of policy and systems – and also for the process of change management

4. Key HR questions Why have past efforts to improve public sector capacity failed to bring about the desired degree of change Were the proposed changes themselves not suited to post soviet societies in transition Was there some failure of change management What can be done to improve the record on change management

5. A hierarchy of problems which block change in HRM 1 Politicisation -blocks the initiation of change 2 Fragmentation-prevents the systematic dissemination of change 3 Disincentivisation -discourages the pursuit of change 4 Legislation- ossifies the change process

6. Some HR solutions Politicisation – separate political and civil service functions Fragmentation – centralise HR management and create an HR network Incentivisation – improve financial and non financial incentives Legislation – develop and enforce dynamic legislation

7. Successful HR change management Driving force- a sustained and powerful external or internal force for change Driving institution – a well resourced and empowered central institution Road map- a strategy, mission statement and action plan Driving tools – methodologies etc Driving resources –finance/expertise

8. Replicability The EU 8 and the candidates will draw on a multitude of sources They will adapt and blend these to suit their own situation Good practice from within the EU 8 has been tried and tested in context The real intellectual capital is change management

9. Transfer of good practice in change management EU Structural Funds offer chance of strategic/long term/integrated progamme of change EU,OECD ( SIGMA) and World Bank could promote - –Development of programmes of change –Dissemination of examples of good practice –Ambitious EU/ SIGMA /World Bank implementation programmes