Human Resource Management Strategy 2003 - 2005

Office of the Ombudsman

Office of the Information Commissioner

Secretariat to the Standards in Public Office Commission

Contents

Chapter 1 - Ombudsman/Information Commissioner's Introduction

Chapter 1 - Ombudsman/Information Commissioner's Introduction

Chapter 2 - Director General's Introduction

The Context for a Human Resource Management Strategy

Why develop a HRM Strategy?

What is a HRM Strategy?

Objectives of the HRM Strategy

The Approach to HRM Strategy Formulation

The Role of the Partnership Committee in HRM Strategy Formulation

Implementation Strategies

Conclusions

Chapter 3 - Working for our Organisation

Chapter 3 - Working for our Organisation

Chapter 4 - Human Resource Management - The Agenda

1. Recruitment

2. Tenure

3. Probation

4. Induction

5. Staff Planning

6. Performance Management

7. Partnership

8. Disciplinary/Grievance Procedures

9. Industrial Relations

10. Rewards and Motivation

11. Promotion

12. Training and Development

13. Placement and Mobility

14. Work Arrangements

15. Leadership

16. Organisation Structure

17. Equality

18. Bullying and Harassment

19. Health and Safety

Chapter 5 - Making it Happen

Projects prioritised for immediate Action

Sustaining Progress - Social Partnership Agreement 2003-2005

Implementation Roles

Appendix - Action Plans for Priority Projects

Priority Area 1 - Template for Development and Implementation of Induction Training

Priority Area 2 - Development of Rewards & Motivation Policy

Priority Area 3 - Monitoring PMDS Progress

Development of Role Profiles & Competencies

Training and Development

Priority Area 4 - Gender Equality Targets January 2003 - December 2007

Follow Up Actions in Support of Gender Equality and Equality Targets