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HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT CONFERENCE 5-6 MARCH 2013

HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT CONFERENCE 5-6 MARCH 2013. THE HRM&D MODEL . EE Relationship Management (Incl. LR & Collective Bargaining). People Management Value Proposition. Information Systems & Technology (HRIMS). People Management Competence & Benchmarking.

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HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT CONFERENCE 5-6 MARCH 2013

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  1. HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT CONFERENCE5-6 MARCH 2013

  2. THE HRM&D MODEL EE Relationship Management (Incl. LR & Collective Bargaining) People Management Value Proposition Information Systems & Technology (HRIMS) People Management Competence & Benchmarking HR Assurance and Wellness STRATEGY Organisational Culture Development and Effectiveness Capacity Building Sourcing and Placing Performance Management Remuneration and Reward Exit Management Strategic HR Planning and Job Evaluation Vision Mission Values Management of Critical Positions & High Performers Human Resources Administration, Disclosure and Reporting The core of the HR strategy hinges on the underlying appreciation of how the different elements of HR fit together to create meaning and value for any organisation. This is the framework for delivery, as it sets out the key themes and focus areas and develop the requirements for each functional area.

  3. THE OPERATING MODEL

  4. PRODUCTS AND SERVICES WE PROVIDE

  5. STRATEGIC HR PLANNING & JOB EVALUATION

  6. SOURCING AND PLACING

  7. PERFORMANCE MANAGEMENT

  8. CAPACITY BUILDING Services we provide

  9. REMUNERATION AND REWARD

  10. ORGANISATIONAL CULTURE DEVELOPMENT AND EFFECTIVENESS Services we provide

  11. EMPLOYEE RELATIONSHIP MANAGEMENT AND COLLECTIVE BARGAINING Services we provide

  12. HUMAN RESOURCES ADMINISTRATION AND REPORTING Services we provide

  13. HR ASSURANCE AND WELLNESS Services we provide

  14. INFORMATION SYSTEMS AND TECHNOLOGY Services we provide

  15. KNOWLEDGE MANAGEMENT MODEL

  16. KNOWLEDGE SHARINGMETHODS • Facilitated meetings and Consultations, Committee meetings • Training workshops and seminars; • After action review (AAR); • Knowledge Fairs/Exhibition; • Annual General Meetings/ Congress; • Learning from colleagues and peers; Peer assist involves bringing together a group of peers to get feedback on a problem, project, or activity • Mentoring takes place when a municipality that is performing well or has good practices supports another municipality. Mentoring can also be at an individual level for knowledge and skills transfer through a process by which a more experienced person (usually a senior staff member) works closely with a less experienced one. • Field visits or exchanges can be a useful way for local governments to look at what others have done and decide which of the practices can be adapted in their municipality • Tapping into regional or international technical assistance Organizations • Communities of Practice (COP): MID should develop a COP within and outside the sector and with regional and international sister organizations that could serve as a resource to member municipalities on topics of importance to the municipal environment HRM&D profession.

  17. KNOWLEDGE IMPLEMENTATION OR APPLICATION

  18. THANK YOU.

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