Strategic Hrm Framework

Strategic Human Resource Management Framework

Identify the workforce that is required to meet government objectives and implement workforce strategies to address these requirements. (Skill profiling, workforce analysis, forecasting and planning, special recruiting schemes, career and succession planning, agency workforce plans) Guideline for a Planned Workforce Guideline: CS 1: A Planned Workforce Standards: Supporting material: An Overview of Workforce Planning

Appoint the best possible staff and manage their career mobility to best effect. (Selection, appointment, promotion, redeployment and separation of staff) Guidelines: Standards:

Guideline for Executive Employment Guideline for Recruitment and Employment of Non Executive Employees CS 2: Quality Staffing

Provide remuneration and employment conditions so as to economically attract, develop and retain the best staff and ensure workplace safety. (Employee relations, remuneration, flexible working arrangements, job design, occupational health and safety, leave) Guideline:

Guideline for Responsive and Safe Employment Conditions

CS 3: Responsive and Safe Employment Conditions Standards: Supporting material: Voluntary Flexible Working Arrangements Conditions of Employment for Weekly Paid Employees

Define fair performance requirements and standards of ethical conduct for all employees, provide support for their achievement of identified goals, review performance and provide clear feedback, and agreed rewards and sanctions where appropriate. (Ethical conduct standards, whistleblowers policy, performance development, disciplinary processes) Guideline for Ethical Conduct Guideline for Individual Performance Development CS 4: Managed Performance Standards: Supporting material: Managing Conduct and Discipline Eliminating Bullying in the South Australian Public Sector Guideline:

Provide development opportunities for all staff on a planned basis, related to performance management, so as to meet government and individual needs. (Training and development planning and implementation, Public Services Training Package, Public Sector Management Program) Guideline for Planned Human Resource Development Guideline: Supporting material: Leadership Coaching Database (CDRom) Executive Leadership Competency Framework Strategic HRM Framework and the Public Services Training Package Hitchhiker’s Guide to Coaching Moving Forward with the Public Services Training Package Guide to Recognition of Current Competence (RCC)

Appoint and promote staff on merit, prevent nepotism and patronage, use workforce diversity to advantage, prevent unlawful discrimination, address grievances and treat all employees fairly. (Managing diversity, grievance resolution, promotion and grievance appeals, appointment and promotion processes) Guideline for the Protection of Merit and Equity Guideline: Supporting material: Disability in Employment

Grievance Resolution Managing Diversity Workforce Profiling Project

Continuously review and improve human resource management structures, systems and processes so that they facilitate government directions, draw on best practice, work flexibly, and adapt quickly to changing needs. (Best practice, benchmarking studies, business process re-engineering, organisational structure reviews, agency human resource function) Guideline:

Guideline for Continuous Improvement

Regularly monitor human resource management practices to identify trends and issues, and enable appropriate reporting and accountability. (Workforce Information Collection, agency reporting systems, key performance indicators, human resource management information systems) Guideline for Monitoring and Reporting (under development) Guideline: CS 8: Monitoring and Reporting Standards: Supporting material: Leadership Development Monitoring and Reporting Requirements