HumanResourceManagementReporttemplate.ppt

State of Washington[Enter Agency Name]Human ResourceManagement Report Develop Workforce Reinforce Performance Deploy Workforce Plan Align Workforce Hire Workforce October 2009 [Note: This is the standard format provided by DOP as of 7/23/09. Agencies may customize or supplement this format to meet unique needs, as long as the minimum information shown in this format is included.] [Enter Agency Name] * Plan Align Workforce DeployWorkforce Develop Workforce HireWorkforce Reinforce Performance Articulation of managers HRM accountabilities. HR policies. Workforce planning. Job classes salaries assigned. Qualified candidate pools, interviews reference checks. Job offers. Appts per-formance monitoring. Work assignments requirements defined. Positive workplace environment created. Coaching, feedback, corrections. Individual development plans. Time/ resources for training. Continuous learning environment created. Clear performance expectations linked to orgn’al goals measures. Regular performance appraisals. Recognition. Discipline. Managers understand HRM accountabilities. Jobs, staffing levels, competencies aligned with agency priorities. Best candidate hired reviewed during appointment period. Successful performers retained. Workplace is safe, gives capacity to perform, fosters productive relations. Staff know job rqmts, how they’re doing, are supported. Learning environment created. Employees are engaged in develop-ment opportunities seek to learn. Employees know how performance contributes to success of orgn. Strong performance rewarded; poor performance eliminated Foundation is in place to build and sustain a productive, high performing workforce. The right people are in the right job at the right time. Time talent is used effectively. Employees are motivated productive. Employees have competencies for present job career advancement Successful perf is differentiated strengthened. Employees are held accountable. Employees are co