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Human Resource Management Gap analysis

Human Resource Management Gap analysis. Royal Norwegian Ministry of Defence DIFI 2012. GAP ANALYSIS. Content Merit based recruitment and promotion Separation of Politics and Administration Rights and Obligation Integrity HR Management development. Gaps Discovered.

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Human Resource Management Gap analysis

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  1. Human Resource ManagementGap analysis Royal Norwegian Ministry of Defence DIFI 2012

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

  3. 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)

  4. 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

  5. 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)

  6. 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

  7. 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

  8. 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

  9. Questions

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