Interface between HR Planning and HR Development

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• Interface between HR Planning and HR Development
• Organisational Design and Development Perspective
• 19 September 2008

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Presentation Outline

• Interface between HR planning and organisational
  design / development
• Elements of the interface between HRP and OD
• Mandate, strategic objectives and institutional
  form
• HR planning
• Implementing HRP
• Organizational design
• Organizational development
• Conclusion - Interface between HRD and HRP

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Interface between HR Planning and Organisational
Design and Development
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Mandate, Strategic Objectivesand Institutional
Form

• Mandate refers to
• White Paper, policy frameworks and legislation
• Strategic Plan sets out
• Strategic objectives
• Broad functional areas
• Determine institutional form
• National and provincial departments
• National and provincial government components
• Public entities

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HR Planning

• HRP aims to ensure that an organisation has the
  right people at the right place, at the right
  time, all the time
• HRP links high level strategy and
  action-orientated implementation that can be
  monitored and evaluated.
• Identify and plan around current and future needs
  (demand and supply)
• Forecasting, scenario planning and costing
• Skills inventory

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HRP Implementation

• Skills audits
• Cost reduction and efficiency
• HR Information system
• Ensuring HR data integrity
• Monitoring and evaluation

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Organizational Design

• Organisational Design refers to the process of
  aligning the functional structure of a given
  department with its objectives, with the ultimate
  aim of improving its efficiency and effectiveness
• Organisational design can be triggered by the
  need to improve service delivery, to improve
  specific processes, as the result of a new
  mandate or changes to the service delivery model
• Organisational design focuses on
• Developing a service delivery model
• Functional decomposition of the strategic
  objectives into components (Branches, CDs,
  Divisions)
• Determining component Names
• Determining post designations, post levels and
  the number of posts
• Developing HR delegations
• Capacity development and interactive learning
  Guide and Toolkit on Organisational Design

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Organizational Development

• Organisational development refers to a planned,
  comprehensive and systematic process aimed at
  improving the overall effectiveness of a
  department. It involves intervening in the
  processes, structure and culture of the
  department in question.
• There is a strong emphasis on organisational
  behaviour, human resource management and
  development and managing organisational change.
• Organisational development focuses on
• Processes, structure and culture
• Organisational behaviour and change management
• Assessment of organisational and HR capacity to
  deliver on mandate
• Interface with HR Capacity Assessment Toolkit
• Organisational performance management and
  assessment
• Validation of staff establishment information
• Monitoring and evaluation (trend analyses)
• Identify hotspots for support to departments

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Conclusion - Interface Between HRD and HRP

• By measuring what is planned (HR plan) and what
  is implemented (skills audit), a skills gap can
  be identified
• HRD will interface at these points in terms of
  facilitating
• The development and training of staff (workplace
  skills plans)
• HR capacity assessments (toolkit)

• In conclusion high performing departments that
  meet the needs of citizens is a reality through
  the processes of
• HR planning and the creation of appropriate
  organisational structures
• Monitoring the implementation of HR plans, skills
  development and organisational development
  initiatives

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• Thank You

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