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Human Resources Development in the State Audit Office of Estonia

This article explores the general development trend of human resources management in the State Audit Office of Estonia, focusing on competency-based management, performance interviews, individual development plans, and the role of internal trainers.

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Human Resources Development in the State Audit Office of Estonia

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  1. Human Resources Development in the State Audit Office of Estonia KÜLLI LUKK Head of Training

  2. General Development Trend of HR area • Competency-based human resources management • Competency profiles as set of competenciesrequired for effective performance in a specified role; • Behavioural dimension, performance indicators. • Performance interviews • Agreement between the employee and the manager for one year; • Competencies as basisfor performance review. • Studying in the course of work • Skills are developed with the practised application of the techniques.

  3. Individual Development Plans (IDP) of Employees • Objectives of IDP • Systematical defining the goals of performance; • Planning and evaluating the professional development of every employee; • Improving the performance of the organisation as a whole. • In the IDP employee and manager • decide on the basis of the competence card which competencies need to be developed in the next period; • decide on the priorities of professional development and studies; • select the achievement levels that correspond to the abilities of the employee; • define the study activities corresponding to the achievement levels (study goals); • agree upon the help and support of the manager required for achievement of the goals.

  4. Introductory Program and Audit Study Program • A program for all new employees • Basics of the organisation of the SAO • Basics of the environment of the SAO • Flexible organisation of studies • Probation period • Different forms of study • Content of the Audit Study Program • 1. Planning and management (competence II) • 2. Execution of the audit work (competence III) • 3. Teamwork (competence IV) • 4. Communication (competence V) • 5. HRD (competence VI)

  5. Preparation of Internal Trainers and Their Role in HRD of the SAO • Economical, efficient and effective studying activities; • Development of employees according to the professional needs; • Training Unit; • Selection and training of internal trainers.

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