Global Best Practice in Human Resources

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Global Best Practice in Human Resources

• Angela OConnor, Chief People Officer

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Global Best Practice in Human Resources

• Angela OConnor, Chief People Officer

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Why does good HR management matter?

• Human nature
• 85 of budgets spent on people related activities
• What differentiates great organisations?
• What happens when it all goes wrong?

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Why does good HR management matter?

• Human nature
• 85 of budgets spent on people related activities
• What differentiates great organisations?
• What happens when it all goes wrong?

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Why does good HR management matter?

• Human nature
• 85 of budgets spent on people related activities
• What differentiates great organisations?
• What happens when it all goes wrong?

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Why does good HR management matter?

• Human nature
• 85 of budgets spent on people related activities
• What differentiates great organisations?
• What happens when it all goes wrong?

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Its not the strongest species that survive, nor
the most intelligent, it is the one most
adaptable to change Charles Darwin
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Planned and Emergent Strategy
Which comes first?
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First who then what
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First who then what
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Integrated Model of Strategic Management
Vision and Values
Mission
Goals/ objectives

• Strategy formulation
• Alternatives
• Evaluation and choice

Policies and procedures

• Situation analysis
• Environmental opportunities and threats
• Organisational resources and competencies

Strategy implementation and planning
Strategic control
WHY
WHAT
HOW
GUIDELINES
Source Strategic Management Richard D. Irwin
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Business Strategy
HR Strategy
Learning Development
Relations
Resources
Reward
HR Practices Policies
Source Strategic Management Richard D. Irwin
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Business Strategy
HR Strategy
Learning Development
Relations
Resources
Reward
HR Practices Policies
Source Strategic Management Richard D. Irwin
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Developing the People Strategy for Policing

• Our vision
• A police service where all police officers
  and staff have the knowledge, information and
  equipment to provide the best service. Where
  careers are developed, where good people
  performance is recognised and people are led well
  by colleagues that they and the community
  respect.

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What Does the People Strategy Allow For?

• Strategic framework
• Leadership agenda
• Promote consistency
• Allows for local flexibility
• Measurement focus
• Prioritisation

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The People Strategy is designed to

• Maximise the effectiveness of workforce
• Bring standardisation, consistency and higher
  quality to key processes in recruitment,
  selection, development, leadership, talent
  management and reward
• Promote good and best practice in people
  management and development
• Align the workforce agenda to the policing
  agenda

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The People Strategy
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What the People Strategy will Deliver
To be honest, the police always had a poor
reputation on equality. My experience has been
very different. I found out about the positive
action programme, applied for a civilian
investigator role and was accepted onto my police
officer training. Ive made it to sergeant in
less than three years with great support. Now,
Im mentoring three probationers who are from BME
communities and looking to become a
detective. Police Sergeant
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What the People Strategy will Deliver
Ive always wanted a deployment model that works
according to the needs of my force. Now, I
can deploy my people resource more intelligently,
organising shifts according to demand. It
means were more focused on outcomes and the
public has noticed the improvement in our service
quality as well. Reducing red tape has allowed my
officers and staff to concentrate on doing their
jobs, with less stress, less waste and more
results. Chief Constable
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What the People Strategy will Deliver
Were de?nitely getting a different style of
leadership and management now. Our chief is a
case in point. Shes invited people to shadow
her and then write up their experiences to put
onto her blog. Shes always asking for feedback,
regardless of your position in the force.
And shes done a job swap with the chief
executive of the County Council. A few years
ago, no-one really knew what the chief did all
you knew was what they were telling you to
do. Police Officer
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What the People Strategy will Deliver
Weve made a real difference to policing at the
frontline by stripping out bureaucracy and
improving the people management skills of our
sergeants and ?rst line managers. As a result,
my Chief comes to me asking for advice about the
people elements, wanting to know, for example,
where we need to invest resources in development
to get the best returns. I feel Im making a real
difference. And hes con?dent that people issues
are safe in my hands. HR director
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The people business is your business
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What HR should do to help you

• 1. Tactical first, Strategy second

2. Compliance, governance and risk
3. Workforce strategy
4. Organisation performance
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What HR should do to help you

• 1. Tactical first, Strategy second

2. Compliance, governance and risk
3. Workforce strategy
4. Organisation performance
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What HR should do to help you

• 1. Tactical first, Strategy second

2. Compliance, governance and risk
3. Workforce strategy
4. Organisation performance
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Evidenced Based Human Resources
Balanced business scorecards
Employee opinion surveys
Labour turnover
Absence
Completion of inductions
Appraisals
Days training
Internal promotions
Disciplinaries / complaints
Resources utilisation