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Proposal for a compilation of good practices in HRMT

Workshop on Human Resources Management and Training in Statistical Offices September 2012, Budapest. Proposal for a compilation of good practices in HRMT. Why a compilation of good practices in HRMT?

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Proposal for a compilation of good practices in HRMT

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  1. Workshop on Human Resources Management and Training in Statistical OfficesSeptember 2012, Budapest Proposal for a compilation of good practices in HRMT

  2. Why a compilation of good practices in HRMT? • A number of substantive papers on HRMT have been presented at the HRMT CES seminar in 2006 and HRMT workshops in 2008, 2010 and 2012 • The papers address a broad variety of topics within both HRM and Training, and reflects different developments and practices in countries • CES Bureau has asked for concrete output • There are much to be learned from good practices in other countries! • Growing focus on international level in production and products calls for exchange of HRMT experiences

  3. A compilation of good practices in HRMT should: • Communicate experiences and good practices in HRMT in NSOs • Highlight the importance and potentials of HRMT in official statistics • Serve as input for further discussions and work on HRMT • Include 20-30 selected papers from 2006-2012 • The Steering Group (Netherlands, Poland and UNECE) will be responsible for drafting an introduction and an overview chapter

  4. Papers selected should • Provide practices or guidance that can be used in other countries • Address both HRM and Training and cross-cutting issues • Address current and future challenges

  5. Papers that could be selected 2006 • Towards customer-oriented training at Statistics Finland, Statistics Finland • The role the Statistical Office has to play in educating the public in preparing future producers and users of statistics, CSO of Poland • Introduction of statistical training activities in the United Nations Statistical Institute for Asia and the Pacific, SIAP

  6. 2008 • Statistical excellence through capability development and planning – reflections on experience, ABS • Strategy based HR management in practice - experience of Statistics Finland, Statistics Finland • Beyond Vocational Training – Competence Management at Statistics Sweden, Statistics Sweden • Statistics Canada’s Human Resource Management Strategy, Statistics Canada • Reengineering the statistical production process and the changing needs for human resources – some experiences from Norway, Statistics Norway • Career Thinking and Expert Career Paths as a Method of Continuous Learning, ONS UK

  7. The new Learning and Development Framework for the European Statistical System (ESS-LDF) and International Exchange Programmes, Eurostat • Train to Gain: Statistics Canada's Strategy for Statistical Education, Statistics Canada • Managing Human Resources in a Small Statistical Office, The FYR of Macedonia • Managing human resources under organisational changes, changes in the budget or the statistical system or other changes; key factors and possible solutions, CSB Latvia • Theory and Proactive in the Comprehensive Training Program of the Hungarian Central Statistical Office, HCSO • Performing more than can be expected - Motivation in NSIs in Sub-Saharan Africa, Statistics Norway

  8. 2010 • Destatis' experience in conducting staff opinion surveys, Destatis • Staff opinion survey in the National Statistical Committee of the Republic of Belarus, NSC of the Republic of Belarus • How to identify and train future leaders in official statistics? - Training programme for future leaders at Statistics Sweden (SCB), Statistics Sweden • Statistics Finland's personnel survey, Statistics Finland • Methods and Main Results of Staff Migration Motivation Research at the Hungarian Central Statistical Office • Moving from introduction towards integration of new employees –objectives and methods, Statistics Norway • Actions to retain and motivate new staff at the Brazilian Institute of Geography and Statistics, IBGE

  9. Becoming an attractive employer for future employees: Some experiences from Statistics Norway, Statistics Norway • Leadership development in Statistics Norway, Nicole Njaa • The European Statistical System (ESS) Competence Profile for staff supporting the ESS, UK • Why and how to improve competence descriptions and evaluations in a statistical institute? Statistics Norway • Training Programs for Statistical Competency Development in STI of Korea, STI Korea, • Setting up in-house training: Some issues to consider, Statistics Norway • Towards a Knowledge Builders' Competence, ISTAT • Training Programme in Statistical Skills -towards top statistical know-how and solid professional identity, Statistics Finland • Results of the survey on staff turnover, UNECE

  10. How to select the papers? • September: The Steering Group proposes a first list of possible papers to be selected • September: Countries provides suggestions • October: The Steering Group makes the final selection of papers • October-November: Authors of selected papers have the possibility to review/update their papers if needed

  11. The further steps • February 2013: Consultation with the CES Bureau • March 2013: The Steering Group finalises the compilation • June 2013: The compilation is submitted to the CES Plenary Session Please send your proposals to tetyana.kolomiyets@unece.org

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