Experiences from INEGI/Mexico regarding Human Resources Management (HRM) in recent years

1
Experiences from INEGI/Mexicoregarding Human
Resources Management (HRM) in recent years

• United Nations Economic Commission for Europe
  (UNECE)
• Workshop on Human Resources Management and
  Training
• Budapest, Hungary September 5-7, 2012

Josué Hiram Suárez Villaseñor Director general
Adjunto de Recursos Humanos Dirección General de
Administración INEGI
2
Contents

• Summary
•  
• Introduction
• Instituto Nacional de Estadistica y Geografia
  (INEGI)
• Human resources at INEGI
• Conclusions

Experiencias en Administración de RH
3
Contents

•  
• Introduction
• 1.1 Location and context of Mexico
• 1.2 Brief History of the country
• 1.3 Current situation
• 1.4 Population registers
•  
•  

Experiencias en Administración de RH
4
1. Introduction. Location and context of Mexico

• Global data
• Located in North America, 2 million Km2.
• It went from 13.6m inhabitants in 1900 to 97.4m
  in 2000.
• 112.3m inhabitants in 2010, 51.2m women.
• Spanish and 62 languages spoken (Maya, Nahuatl,
  etc.).
• In 2009, 11th world economy (GDP in PPP).

Experiencias en Administración de RH
5
1. Introduction. Brief history and current
situation

• Brief history
• Colonial
• Conquest in 1500 by Spain
• 300 years of colony
• Independent
• 1810 Independence
• Loss of 50 territory
• Modern
• 1910 Revolution
• 1938 Oil expropriation
• 2010
• Bicentennial independence
• Centennial revolution

• Current situation
• Democracy in the process of consolidation.
• Mostly young (80, average age 27 years).
• 22 million tourists (10 world).
• Seventh largest oil producer.

5
Experiencias en Administración de RH
6
1. Introduction. Population records

• Colonial
• At the arriving of Spaniards between 4.5 and 9
  million
• Significant decrease of population 1500-1650
• 17TH century two censuses of population (1614
  and 1625) and five demographic counts (1654,
  1662, 1664, 1665 and 1667)Revillagigedo census of
  1792
• Independent
• Census of 1831
• Creation of the General Directorate of
  Statistics in 1882
• Modern
• First modern census en1895
• Are held every 10 years at years ending with "0
• Last in 2010

Tenochtitlan at the Spaniards arrival. National
Palace Mural.
6
Experiencias en Administración de RH
7
Contents

•  2. Instituto Nacional de Estadistica y
  Geografia (INEGI)
• 2.1 INEGI Recents History
• 2.2 Autonomy and powers of INEGI
• 2.3 The National System of Statistical and
  Geographical Information (SNIEG)
• 2.4 INEGI as coordinator of the SNIEG
• 2.5 Planning and coordination of the SNIEG
• 2.6 INEGI as generator of statistical information
• 2.7 INEGI as generator of geographic information
•  

Experiencias en Administración de RH
8
2. INEGI. Recent history

• Creation
• On January 25, 1983
• Almost 100 years after created the General
  Directorate of Statistics
• Integration
• General Directorate of Statistics.
• General Directorate of Geography.
• General Directorate for Computer Policy.
• General Directorate of Information, Analysis and
  Integration.
• Relevant characteristics
• Union of statistics and geography
• Location in Aguascalientes
• Deconcentrated Organism from the Ministry of
  finance

8
Experiencias en Administración de RH
9
2. INEGI. Autonomy and powers

• Relevant facts
• Constitutional change in 2006
• Article 26, fraction B.
• New Act or law of the SNIEG in 2008
• Law on the National System of Statistical and
  Geographical Information
• New INEGI as an autonomous body in 2008
• Priority objective
• Achieve that SNIEG provide to society and the
  State information
• 1. With Quality, 2. Relevant
• 3. Truthfully, and 4. Timely
• For the purpose of contributing to national
  development, under the principles of
• (a) accessibility, (b) transparency,
• (c) objectivity, and (d) independency.

9
Experiencias en Administración de RH
10
2. INEGI. The SNIEG

• The SNIEG law regulates
• The National System of Statistical and
  Geographical Information.
• The rights and obligations of the systems
  informants.
• The Organization of INEGI.
• The administrative offences and the means of
  solution to claims.
• The System is formed by
• National economic information subsystem.
• National demographic and social information
  subsystem.
• National geographic and environment information
  subsystem.
• National government, public safety and justice
  delivery information subsystem.

10
Experiencias en Administración de RH
11
2. INEGI. As coordinator of the SNIEG

• INEGI coordinates
• The subsystems of the SNIEG
• The National Advisory Council of the SNIEG
• The needs of the own INEGI
• INEGI develops
• The regulations required
• The public information service
• Necessary technical support

• The system is structured by
• The National Advisory Council.
• The Executive Committees for each subsystem.
• The Specialized Technical Committees.
• The Working Groups.
• State units (EU)
• All the institutions or units of the different
  levels of Government Federal, State or
  Municipal, that are involved in the processes of
  production, record, process or disseminate
  information of public interest.

11
Experiencias en Administración de RH
12
2. INEGI. Planning and coordination of the SNIEG

• The SNIEG is
• a true system
• It involves all the State units
• It has the tools to
• Coordinate the participants.
• Program the activities.
• Use or create standards.
• Create and operate the National Network of
  Information. and
• Create and operate the Public Information
  Service.

• Solid planning of the SNIEG
• The SNIEG Strategic Program (24 years)
• The National Program of Statistics and Geography
  (6 years)
• The Annual Program of Statistics and Geography (1
  year)

12
Experiencias en Administración de RH
13
2. INEGI. Generator of statistical and
geographical information

• Statistical information
• Censuses.
• Population and housing (last in 2010)
• Economic.
• Agricultural, fisheries and forestry
• Surveys
• Surveys in homes
• Surveys in establishments
• Administrative records
• Vital
• Social
• Economic

• Geographical information
• Geodesy
• Topography
• Toponomy
• Natural resources
• Urban cartography
• Geostatistical framework
• Cadastre
• Remote sensing images
• Aerial photography
• Digital orthophotos
• Satellite images
• VISIT http//www.inegi.org.mx

13
Experiencias en Administración de RH
14
Contents

• Human resources at INEGI
• 3.1 INEGIs General Organization
• 3.2 INEGIs Personnel Characteristics
• 3.3 The transformation from the Autonomy
• 3.4 Human Resources Policies
• 3.5 The Professional Civil Service (PCS) from
  INEGI
• 3.6 Training

Experiencias en Administración de RH
15
3. HR in INEGI. General Organization

• Governing Board
• A President.
• Four Vice-Presidents, each coordinating a
  subsystem.
• Appointed by Mexicos President and approved by
  the Senate Chamber.

• Eight Directorates-General and one Internal
  Auditor.
• Ten Regional Directorates or Offices.

15
Experiencias en Administración de RH
16
3. HR in INEGI. General Organization (2)

• General Administration Directorate
• Five Deputy General Directorates, including
  Information Technology and Legal Affairs.
• Little more than 1,400 employees.
• Coordinates the INEGI restructuring.
• Develops new regulations in many aspects, in
  particular organizational and administrative.

• Human Resources Deputy General Directorate
• Six Area Directorates.
• Three hundred employees.
• During INEGIs restructuring, was added
• Directorate of Organizational Communication
  (Intranet)
• Directorate of Training and Quality
• The new Directorate of Professional Civil Service
  (PCS) was created.

16
Experiencias en Administración de RH
17
3. HR in INEGI. General Organization (3)

• HR Budget
• The total budget was nearly 4,800 mMP (342 mUS)
  in 2011.
• 77 of the budget was for HR.
• The second item of expenditure is general
  services.

17
Experiencias en Administración de RH
18
3. HR in INEGI. Personnel Characteristics

• Staff levels
• Managers Conduct policies and assumes and
  executes directly the powers established by the
  internal regulation. From Heads of Department to
  Directorates.
• Liaison Perform the function of liaison and
  supervision between the management structure and
  operating personnel.
• Operational Support basic operations, not
  complex work. For example, interviewers.

• Staff (2011)
• Total staff amounts to 16,662.
• The permanent staff amounts to 13,333 (80), the
  temporary staff to 3,329 (20).

18
Experiencias en Administración de RH
19
3. HR in INEGI. Personnel Characteristics (2)

• By classification
• Level 14 staff is managers, 25 is liaison and
  41 is operating, without considering the casual
  or temporary staff.
• Contract 20 staff is casual or temporary, as
  long as 80 is permanent.
• Location 39 staff is concentrated at
  Headquarters, while 61 is distributed in the
  regional offices.
• Level and location Of the management staff, 61
  is located at Headquarters, as well as 44 of the
  liaison staff, insofar as only 27 of the
  operational staff is at Headquarters.

19
Experiencias en Administración de RH
20
3. HR in INEGI. Personnel Characteristics (3)

• By classification
• By seniority
• 45 INEGIs staff (7,441 employees) have between
  11-20 years working at the Institute.
• Another 19 staff (3,133 employees) has between
  21 to 30 years working for the Institute.
• This large number of staff in this age range,
  implies significant replacement of personnel
  processes in the medium term.
• By genre
• There are slightly more men (54), than women
  (46) in the Grand total.
• More gender equality in central offices (52 M,
  48 W) than in regional offices (56 M, 44 W).

20
Experiencias en Administración de RH
21
3. HR in INEGI. Transformation from the Autonomy
Process Adapting the entire organization for the
new functions assigned by the SNIEG, in a new
legal act.

• Restructuring
• Existing GDs operation-oriented
• Continue with the unique functions of the INEGI.
• Consider new tasks as part of the SNIEG.
• Guidance by products rather than processes.
• New GDs
• To meet the requirements of the SNIEG, both in
  its organization and directly in its day-to-day
  operation.
• To respond to the new requirements of the law of
  the SNIEG.
• Existing GDs management, support, and
  services-oriented
• Fitness control and administrative areas
• Fitness areas of support and services
• RH process
• Redefinition of posts, approval of functions and
  grouping of types of activity.
• New definition of the institutional catalogue of
  jobs

• New regulations
• Rules of Procedure of the Institute
• Based on the restructuring.
• Manual of organization
• For each component of INEGI
• Manuals, policies and guidelines
• For budget utilization
• For procurement
• For other purposes
• HR process
• Staffs remuneration manual
• General conditions of work
• Guidelines to modify the organic, occupational
  and wage structure
• The personnel records management procedures
  manual
• Regulations of the Professional Civil Service
  (PCS)
• Professional Civil Service Statute
• Rules to regulate the operation of the
  Professional Civil Service

21
Experiencias en Administración de RH
22
3. HR in INEGI. Human Resources Policies

• General trends
• Exponential growth of information and its
  complexity
• Changes in the information technology and
  communications (ICT)
• Variations in characteristics and processes
  related to information
• Global requirements in the field of sustainable
  development
• Transparency and accountability

• HR policies
• Implement regulations to create and operate the
  PCS.
• The processes of selection and entry.
• Other processes related to the labour cycle.
• Training processes are carried out according the
  norms established in the PCS
• Co-ordinated by the Directorate of training and
  quality
• Identified and proposed by the various
  administrative units.
• The level of perceptions of staff will be
  improved.
• New working hours shall be adopted for all staff.
• To improve and simplify procedures relating to
  RH.

• The system mission
• "To provide in a timely manner information of
  national interest to society through the
  coordination among members of the system and the
  widespread adoption of national and international
  standards" .

SNIEG Mission Vision

• Master strategies
• Consolidation of the national system of
  statistical and geographical information (SNIEG)
• Production of information of national interest
• Contribution to the construction of an
  information and knowledge society
• Promotion of research and skills development
• Coordinated participation of the three orders of
  Government

• 2034 Vision
• "The national system of statistical and
  geographical information has a solid reputation,
  nationally and internationally and provides
  universal access to quality information, timely
  and relevant".

22
Experiencias en Administración de RH
23
3. HR in INEGI. The Professional Civil Service
(PCS)

• Legal framework
• The following regulations were created
• Statute of the Professional Civil Service.
• Rules governing the operation of the Professional
  Civil Service.
• Guidelines for the selection and performance
  evaluation of operational staff.

• Operating bodies
• The following bodies were created
• The Commission for the Professional Civil
  Service, and
• The Technical Committee on Professionalism.

23
Experiencias en Administración de RH
24
3. HR in INEGI. The Professional Civil Service
(PCS) (2)

• Personnel considered for the PCS
• The permanent staff considered likely to join the
  PCS was estimated at 11,818 positions, 89 of the
  total.
• Staff that would be Free Designated, which
  represents the exception in the regulations of
  the PCS not to join it, was 568 positions, which
  added to the High Management (57) and unionized
  staff (890), give a total of 1,515 workers not
  participating and represent 11

• Application procedure or Entry Process
• Internet operation
• Conduct an unlimited registration of applicants.
•  Have an electronic record that guarantees equal
  status to the applicants.
•  Maintain the anonymity of applicants registered
  on the entire process.
•  Make available online registration 24hrs during
  the registration period established.
• In a step Process
• Curriculum assessment
•  Review of technical knowledge
•  Interview
• Are analyzed and evaluated
• Ability
• Knowledge ,and
• Experience

PCSs Internet address www.inegi.org.mx/inegi/spc
/default.aspx
24
Experiencias en Administración de RH
25
3. HR in INEGI. The Professional Civil Service
(PCS) (3)

• The Performance Evaluation System (PES)
• Defined as
• A comprehensive process that allows, through a
  conceptual approach, a methodology of
  implementation, standardized tools and
  techniques, a quantitative and qualitative
  assessment of results and behaviors made by a
  person in the performance of its functions and
  institutional goals, based on their skills,
  abilities or competencies.

• The objectives
• Evaluate the performance of functions, goals and
  outcomes of training.
• Identify, where appropriate, the granting of
  incentives for outstanding performance.
• Identify training needs.
• Identify unsatisfactory performance and take
  corrective action.

25
Experiencias en Administración de RH
26
3. HR in INEGI. The Professional Civil Service
(PCS) (4)

• PCS Results (2011)
• 305 liaison and management positions have
  competed.
• 185 Candidates were selected.
• More than 18 thousand participants in
  competitions at this level.

26
Experiencias en Administración de RH
27
3. HR in INEGI. National Strengthening of
Management Skills

• Background
• Conceptualized within the PCS training process.
• Measurement of organizational climate, based on a
  query, in 2010.
• The general organizational climate of the
  institution was evaluated in 68.
• As key strengths were detected
• The pride of belonging
• Knowledge of the process
• Personal self-worth and,
• Results orientation.
• Identified as areas of opportunity and therefore
  in need of improvement were
• Skills improvement
• The need for a good leadership and,
• The desirability of strengthening teamwork..

27
Experiencias en Administración de RH
28
Contents

• 4. Conclusions
• 4.1 General Conclusions
• 4.2 The INEGI in the context of the UNECE
  Workshop on HRMT

Experiencias en Administración de RH
29
4. General Conclusions

• General Conclusions
• The process of transformation of the Institute
  have represented a paradigm shift in the INEGI's
  institutional life, but especially in the work on
  the statistical and geographical information the
  nation.
• A new institution was created in the INEGI, with
  a mission and vision of much greater scope. A
  strong legal framework of national scope was a
  necessary and absolute requirement.
• The SNIEG planning has led to clearly guide the
  processes and steps.
• The transformation of the INEGI has been a huge
  effort, which involved a complete restructuring
  of the Institute and the creation of all relevant
  regulations.
• Careful planning of human resources management of
  the institution was required. The Professional
  Civil Service system has been the cornerstone.
• Building a Professional Civil Service is a
  process that takes several years of effort.

29
Experiencias en Administración de RH
30
4. Conclusions. Context in UNECE workshop

• Levels of HR management are
• Basic HRM Key elements of this first level are
  primary terms of employment (salary, working
  hours, work and rest times). Also comprises a
  collective bargaining arrangement between the
  employer and the unions.
• Administrative HRM All administrative procedures
  concerning HRM and Training are structured and
  well organized. This level is also characterized
  by mutual work relations between employer and
  employee.  
• Instrument based HRMT Use of HRM and Training
  instruments to reduce subjectivity in HRM and
  Training by standardizing working procedures.
• Policy based HRMT Need to anticipate on HRM and
  Training issues in the coming period (one or two
  years). HRM and Training activities are directed
  by an articulated policy.
• Strategically HRMT The focus of (top)
  management is on long-term development of
  business processes and personnel. Two strategic
  instruments are Strategically Personnel Planning,
  and knowledge management (this is ensuring the
  level of knowledge, taking into account the
  (external) mobility of personnel).
•  

30
Experiencias en Administración de RH
31
4. Conclusions. Context in UNECE workshop (2)

• Application to INEGI
• In the case of INEGI, we believe that the
  different levels of administration occur at the
  same time, to various human resources management
  processes.
• Exercise Assigned percentages, in a subjective
  manner, involving different levels of
  administration that is considered to currently
  occur.
• Results in table and graph.
• A methodology of this type would make it possible
  to evaluate the management of human resources in
  the national statistical institutes in a
  standardized manner and then make objective
  comparisons of their situation and clarify the
  areas of improvement, similarly to the ISO
  methodology.

31
Experiencias en Administración de RH
32
Porque proporcionamos información para todos01
800 111 46 34www.inegi.org.mxatencion.usuarios_at_i
negi.org.mxMéxico cuenta con el INEGI!
Thank you very much!!
Josué Hiram Suárez Villaseñor Director general
Adjunto de Recursos Humanos Dirección General de
Administración INEGI josue.suarez_at_inegi.org.mx
32
Experiencias en Administración de RH