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Organizational and Employee Development Services Washington State Department of Personnel

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Organizational and Employee Development Services Washington State Department of Personnel

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    1. Organizational and Employee Development Services Washington State Department of Personnel Melanie Reynolds and David Norman Department of Personnel

    2. 2 Organizational and Employee Development Open to ALL Public Sector Organizations!

    3. 3 Organizational and Employee Development Services Leadership Development – The Way We Were

    4. Themes incorporated at all career levels Cohesion between our offerings Flexibility to respond to internal/external issues, forces Ability to make our training more responsive to customers Especially their need for state government specific training, examples, case studies MORE DETAIL: Economy – data, budget, indicators; analysis, interpretation, measurement; economy’s effect on staff and their work in government; morale, productivity, stress, alternative options Generations – differences/similarities in communication, work and leadership styles; expectations and standards; work/life balance; and preparing managers for major generational shifts Risk Management – ethics, accountability, transparency, protect and preserve resources (people, things, data and $) ASK FOR INPUT AND FEEDBACK: Themes Programs (i.e., other options for early, developing and seasoned managers)Themes incorporated at all career levels Cohesion between our offerings Flexibility to respond to internal/external issues, forces Ability to make our training more responsive to customers Especially their need for state government specific training, examples, case studies MORE DETAIL: Economy – data, budget, indicators; analysis, interpretation, measurement; economy’s effect on staff and their work in government; morale, productivity, stress, alternative options Generations – differences/similarities in communication, work and leadership styles; expectations and standards; work/life balance; and preparing managers for major generational shifts Risk Management – ethics, accountability, transparency, protect and preserve resources (people, things, data and $) ASK FOR INPUT AND FEEDBACK: Themes Programs (i.e., other options for early, developing and seasoned managers)

    5. 5 Organizational and Employee Development Services Human Resource Development Goal: Deliver a program that builds practical and strategic HR management skills among state HR professionals so that agencies can better rely on HR professional staff to make strategic business decisions. Organizational Development and Training Human Resource Metrics: Linking People to Mission, Goals and Values The Business of Human Resources Multiple Generations at Work and Recruiting Across Generations Human Resource Fundamentals SHRM Certification Workshops FLSA Recruiting Tips, Tricks and Techniques Labor Relations

    6. 6 Organizational and Employee Development Services Government Efficiency Goal: Teaches simple and practical methods and tools that people can use to improve performance. Helps you identify which operational improvements will have the most immediate and significant impact on performance.

    7. Organizational and Employee Development Services Risk Management Goal: Teaches those principles, rules, behaviors, and expectations of an organization’s management and staff that will create a better work environment and minimize those behaviors that lead to complaints, low productivity, and litigation.

    8. 8 Organizational and Employee Development Services Business Model One day class - 50% Two day classes - 27% Three day classes - 22% Small percentage run four to five days. Some certificate programs span nine months, meet once per week. Number of classes are HRCI-certified (for SHRM certification). Most classes are taught by contractors. OEDS is 86% self- sustaining and will become 100% self-sustaining in a few years.

    9. 9 Organizational and Employee Development Services Five Reasons Training is Important In lean times, the needs of current staff can be directed toward specific training based on priorities.   Training today is more cost effective than recruiting and hiring tomorrow.   Training develops and promotes cross-functional teamwork – necessary in a lean organization.   People who believe they are valued enough for you to invest in developing their skills are more motivated.   Training boosts morale. Staff members feel better if you show your belief that they can learn and grow.

    10. 10 THANK YOU! Melanie Reynolds and David Norman Organizational and Employee Development Services Washington State Department of Personnel MelanieR@dop.wa.gov DavidN@dop.wa.gov

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