Contemporary issues on

HRM- and Training in

National Statistical Institutes
Workshop on Human Resources Management & Training
Budapest, 5-7 september 2012

Wouter Jan van Muiswinkel

Statistics Netherlands
Content of presentation
1. Introduction
2. Challenges for NSI’s
3. Developing HRM&T
4. Working together

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1. Introduction

General introduction to the Workshop:

Main idea:
• Exchange experiences
• Develop good practices on HRM&T

Background:
• 56 UNECE countries (42 present)
• Variety of challenges
 relevance for participants
 further develop HRM&T in your NSI

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2. Challenges for NSI’s
• Changes in society increase need for more & quicker statistics
• Official statistics need to stay relevant to the modern world
 New and better statistics & services

HLG-BAS Challenge for HRM&T

 Vision & strategy integral part of Business strategy NSI
 Forward looking policies & practices

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October 2011: Informal questionnaire to NSI’s
 Challenges regarding HRM&T / Business architecture
 Focus points HRM&T policy
 Currently used tools & needed tools for 2013-2018

 24 countries replied (Results in Room document)

Analysis:
 Proposed Topics for the Workshop..

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 HLG - BAS

TRAINING HRM

New statistical techniques /

methods

Training Program Recruiting

Strategic Personnel
Msc. official statistics Planning Mobility

Budget cuts &

E-Learning Staff-reduction Development plans

Training new recruits Performance review

Knowledge Management

Work Environment
Management Image of Statistics /NSI
Development
3. Developing HRM&T

Model to (roughly) determine degree of development

Degrees:
1. Basic HRM
2. Administrative
3. Instrument-based
4. Policy-based
5. Strategic

 Visualized in a Pyramid

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 Strategic Personnel Planning
Know ledge management

Pro-active
Strategic
Strategic
HRM & T

Policy-based HRM&T
- Mobility
- ManagementDevelopment
-Training current & next job

Tactical Active
Coping strategy
Focus Instrument-based HRM & Training:
- Working contract – feedback - evaluation –
- Training on excellence in Current job

Administrative HRM:  Mutual work relations

- Administrative HRM-system
- Employee rights - w ork conditions - attractive employer
- Secondary terms of employment (holidays, extra’s etc.)
- Training on basic issues

Operational De
Basic HRM: Re-active
- - Primary terms of employment: Employer sets rules/ duties for employees
- Collective Bargaining Arrangement betw een employer and unions/ social plans
(w orking hours rest times)

Levels of development

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 - Working contract – feedback - evaluation –
Operational HRM - Training on excellence in Current job

Administrative HRM:  Mutual work relations

- Administrative HRM-system
- Employee rights - work conditions - attractive employer
- Secondary terms of employment (holidays, extra’s etc.)
- Training on basic issues

Operational De
Basic HRM: Re-active
- - Primary terms of employment: Employer sets rules/ duties for employees
- Collective Bargaining Arrangement between employer and unions/ social plans
(working hours rest times)

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 Pro-active
Strategic
Tactical HRM&T Strategic
HRM & T

Policy-based HRM&T
- Mobility
- ManagementDevelopment
-Training current & next job

Tactical Active
Instrument-based HRM & Training:
- Working contract – feedback - evaluation –
- Training on excellence in Current job

Administrative HRM:  Mutual work relations

- Administrative HRM-system 10
Strategic HRM&T

Strategic Personnel Planning

Knowledge management

Pro-active
Strategic
Strategic
HRM & T

Policy-based HRM&T
- Mobility
- ManagementDevelopment 11
 Strategic Personnel Planning
Know ledge management

Pro-active
Strategic
Strategic
HRM & T
Anticipate
Policy-based HRM&T
- Mobility
- ManagementDevelopment
-Training current & next job

Tactical Integrate Active

Where is your NSI?
Instrument-based HRM & Training:
- Working contract – feedback - evaluation – What is ambition for a
- Training on excellence in Current job
next step?
Optimize What is needed for
Administrative HRM:  Mutual work relations next level?
- Administrative HRM-system
- Employee rights - w ork conditions - attractive employer
- Secondary terms of employment (holidays, extra’s etc.)
- Training on basic issues

Operational De
Standardise
Basic HRM: Re-active
- - Primary terms of employment: Employer sets rules/ duties for employees
- Collective Bargaining Arrangement betw een employer and unions/ social plans
(w orking hours rest times)

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But remember:

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4. Working together..
Scope:  All NSI’s: big challenges ahead!
• tactical & strategic HRM&T
• do more with less..

Workshop: 12 topics on different development degrees

• get informed
• give feedback
• share good practices

Discussions help to:

• understand and make practical
• apply to local NSI’s
• generate energy!

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