Building HR Capability

Public Sector Culture

» Proportionally manages risks

» Shares innovation

» Works collaboratively

» Achieves results within an accountability regime

» Sees itself as one public sector

» Has confidence in itself and the confidence of Government, Parliament and the community

Employment Instruments

» The Employment Standard

» Filling a Public Sector Vacancy

» Public Sector Management (Breach of Public Sector

Standards) Regulations 2005

Workforce Planning and Diversity

1. New Advice and Consultation Service

2. New Workforce Planning Tools and Templates

3. Supporting Commissioner’s Circular 2011-02

HR Workforce Challenges

» Competition from the private sector

» Contracting out of human resource functions

» Loss of HR knowledge and expertise

A framework by practitioners for practitioners

» Contextualised for the WA public sector

» Wide ranging consultation

» HR Managers

» 900 HR practitioners

» 160 Directors General and senior executives

» 14 agency site visits

Human Resources Capability Framework

Strategic Alignment

Results Driven

Workforce Capacity

Relationship Management

Credible Influence

Professional Expertise

Culture & Change Management

Shapes and manages a people strategy aligned with

whole of government objectives

Builds capability and expertise within the WA

government to deliver results

Builds workforce capacity for current and future

requirements

Builds and maintains productive relationships

Advises and influences with integrity and self

awareness to achieve organisational objectives

Builds and applies human resource knowledge and

expertise to deliver value to the organisation

Manages change processes and works to deliver the

desired organisational culture

The HR Function

The HR Practitioner

Can be viewed in two ways

The Individual Profile

The Comparative Profile

Reflects the reality of the differences in roles and accommodates agency

specific requirements and business needs

Defines the applicable degree of activity and knowledge

The HR Practitioner

Individual Profile

The HR Practitioner

Comparative Profile

» Consistency in the quality of information

» Clarity of performance expectations

» Effective change management

» Contemporary workforce practices

» Comprehensive professional development

» Less reliance on external training

Benefits of the framework for CEOs

• Strategic HR business planning

• job design and recruitment;

• performance management of existing staff;

• the identification training needs;

• workforce and succession planning;

• fast tracking talent; and

• General career planning with the aim to increase the

mobility of expert skills

Benefits of the framework for HR practitioners

Immediate priorities

» Assisting you to implement reform and workforce planning

» Building skills against the HR capabilities

Strategic Alignment

Results Driven

Workforce Capacity

Professional Expertise

Equip HR practitioners to understand and operate within the current legislative environment and identify economic and demographic trends that may influence HR plans and goals

Develop the skills to align HR activities to government objectives and deliver HR and people management activities

that contribute to agency objectives

Build capability in HR practitioners to implement strategies which will attract a skilled workforce and build capacity in

workforce planning and job design

Enable HR practitioners to translate HR theory into practice to deliver value to the organisation and deliver HR services that

improve workplace performance

» information sessions for HR practitioners to assist you to

understand the Capability Framework

» guides, tools and learning and development programs

aligned to the capabilities

» Opportunities to work collaboratively with us to share your

expertise and experience across the sector.

» an accredited professional development program aligned

to the Framework to build capabilities over the longer

term and assure the sustainability of our profession.

Building Capability – next steps