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DWAF

DWAF. PORTFOLIO COMMITTEE PRESENTATION TURNAROUND STRATEGY FOR HR By: Deputy Director-General Ms Nobubele Ngele Wednesday, September 2006. An assessment of HR. What is improving Clean up of filing system Clean up Persal records and organizational structure Corporate Services Branch

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DWAF

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  1. DWAF PORTFOLIO COMMITTEE PRESENTATION TURNAROUND STRATEGY FOR HRBy: Deputy Director-GeneralMs Nobubele NgeleWednesday, September 2006

  2. An assessment of HR What is improving • Clean up of filing system • Clean up Persal records and organizational structure • Corporate Services Branch • National infrastructure Branch • Policy and regulation Branch

  3. What is improving • Clean up of bursary scheme. • Clean up of internship programme. • Reducing backlog on filling of posts • SMS employment equity status • Employee assistant programme support. • Developed capability statement for DWAF • Establish a learning academy • Started with 2nd group of Learnerships • Executive coaching

  4. REORGANISATION OF HR

  5. Chief directorate: Human Resources

  6. Regional office structure Human Resources Talent Management HR transaction and information management Employee Relations Organizational Development • Recruitment • Performance Management • Human Resource Development. • Leadership Development. • Orientation and Integration. • Organizational effectiveness • Employee Wellness programme. • Transformation • Labor Relations

  7. An assessment of HR What is not working • No robust strategies, policies and tools in place • Performance Management • Pension backlog • Disputes and Grievances backlog • Change management. • Structured and systematic approach to training and development • Closer alignment of HR processes and systems

  8. What is not working • Stronger customer service ethos. • Job descriptions. • Improve turnaround time. • Information management. • Knowledge Management

  9. Back to Basics Build a Foundation for Success

  10. Repositioning of HR Appointment of professional service provider to overhaul HR. • Role clarity. • Improve the understanding of HR • Definition of jobs • Competency assessments • Retraining • Management capability • Replacement of people. • Develop strategies, policies, procedures, processes and systems

  11. Strategic thrusts 2006 /07 • Organizational design • Acquisition of talent • Retention of talent • Skills development • Performance Management • Change management • Build a smart organizational culture • Improve EE status (Technical posts)

  12. Our Destination HR Centre of Excellence Commitment Best Practice Standards Compliance Strong leadership Batho Pele Culture Competent People HR Foundation Strategies, Policies, Systems, Alignment, Quality Information

  13. THANK YOUEnkosi

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