hr planning presentation final
DESCRIPTION
TRANSCRIPT
![Page 1: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/1.jpg)
HR PLANNING ASSIGNMENTJanuary 16, 2010
Prepared for: Lorraine McKayCourse: MCP HR PlanningPrepared by: Erin, Helen, Joseph, Liza, Mark
Treaties & Aboriginal Government (TAG)Department of Indian Affairs & Northern Development (INAC)
![Page 2: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/2.jpg)
Agenda Organizational profile Mission and vision Business of the TAG Sector Workforce and demographics HR challenges Strategic priorities Action plan
![Page 3: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/3.jpg)
Organizational Profile Department of Indian Affairs and Northern
Development (INAC) delivers Federal obligations and commitments to First Nations, Inuit, Métis and Northerners;
Business determined by numerous statutes, negotiated agreements and relevant legal decisions;
Supports First Nation communities in the implementation of strong, effective and sustainable governments;
![Page 4: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/4.jpg)
Mission and Vision The mission supports Aboriginal people (First
Nations, Inuit and Métis) and Northerners in their efforts to:
1. Improve social well-being and economic prosperity; 2. Develop healthier, more sustainable communities; and 3. Participate more fully in Canada's political, social and
economic development - to the benefit of all Canadians. Our vision is a future in which First Nations, Inuit,
Métis and northern communities are healthy, safe, self-sufficient and prosperous - a Canada where people make their own decisions, manage their own affairs and make strong contributions to the country as a whole.
![Page 5: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/5.jpg)
Business of the TAG Sector Treaties and Aboriginal Government – Negotiations Sector is tasked to negotiate settlement agreements with First Nations. INAC engages in wide-ranging activities to help support communities in their transition to stronger, more effective governance systems, including:
NEGOTIATIONS Negotiating and implementing self-government and
land claim agreements; Building cooperative relationships with First Nation
governments through the use of modern and historic treaties;
POLICY DEVELOPMENT Amending relevant laws and regulations to help
support First Nation institutions, organizations and governments.
![Page 6: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/6.jpg)
Workforce and Demographics
![Page 7: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/7.jpg)
Occupation Groups in TAG
430 total employees in TAG SectorAverage age is 43 years old
![Page 8: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/8.jpg)
Eligible to Retire
63% (276) of workforce is eligible to retire in next 5 years75% are core positions in negotiations and policy
![Page 9: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/9.jpg)
Designated Groups
Meets or exceeds most categories; deficient in Visible Minority representation
![Page 10: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/10.jpg)
HR Challenges 63% total staff eligible to retire in 5 years requires
recruitment and retention strategy of new younger staff; Knowledge transfer of retirees and technical experts essential
for corporate, technical skills and acquired knowledge; Succession and replacement strategy requires targeted
positions for visible minority and Aboriginal recruits; Recent reorganization requires competency grids for
performance management, learning and career development; Strengthen management training for planning, staffing and
performance management; Effective initiatives and strategy will respond to 2008 Public
Service Employee Survey (PSES) survey challenges to 1) improve learning and 2) hire the right people
![Page 11: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/11.jpg)
Strategic Priorities & Actions
![Page 12: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/12.jpg)
Strategic Priority #1TALENT MANAGEMENT
Position mapping – identify vacancy forecast and targeted hiring, succession or replacement needs
Recruitment of junior, Aboriginal and visible minority positions
Retention strategy
![Page 13: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/13.jpg)
Action Plans Address retirement forecast
Position mapping and forecasting to assess needs
Succession and replacement plan to address vacancies
Recruitment strategy Knowledge transfer of retirees / senior
staff / experts
![Page 14: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/14.jpg)
Position mapping / forecasting Five (5) key elements:
Establish a Senior Executive Succession Steering Committee
Identify Branch vacancies and timing to determine targeted hiring priorities and options
Develop competency profiles for recruitment and training
Ongoing analysis of progress toward targets
![Page 15: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/15.jpg)
Recruitment Strategy INAC committed to 50% external Aboriginal; Recruitment focus to hire younger
staff/entry-level positions Develop and grow in Sector/Branch
![Page 16: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/16.jpg)
Recruitment Methods Aboriginal – direct resume intake for direct
appointment;
Visible minority - interdepartmental deployment, Interchange or external competitions;
Youth bridging through: Federal Student Work Experience Program
(FESWEP) Post-Secondary Recruitment Campaign Graduate Policy Leaders program Co-op programs
![Page 17: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/17.jpg)
Knowledge Transfer Five (5) key elements:
Senior Management commitment and responsibility to assist in identifying SME and successors;
Engage, transfer and document negotiator or policy Subject Matter Experts (SME) knowledge;
Comprehensive integrated training for Subject Matter Expert Successors (SMES) to acquire corporate, technical skills and acquired knowledge;
Special initiatives, eg. data repository, video, other; Monitoring, analysis and evaluation of transfer
results.
![Page 18: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/18.jpg)
Strategic Priority #2PERFORMANCE MANAGEMENT Establish Sector integration goals for
staff; Establish Sector performance metrics; Establish individual performance goals; Establish individual performance
metrics.
![Page 19: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/19.jpg)
Action Plans1. Branch Business Plan with HR
Alignment2. Competency Grids3. Career planning – personal
Development
![Page 20: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/20.jpg)
Branch Business Plan with HR
Corporate Vision
Sector Mandate
Business Plan
Human Resources
Plan
![Page 21: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/21.jpg)
Competency Grids Based on personnel competence and competencies
Knowledge, skills, capabilities, and personality traits; Advantages for TAG:
Database: Transferable skills Facilitating movement across functions
Advantages for Employees: Unambiguous guide Personal development targets
Advantages for Management: Tool for performance-based management Supports coaching
![Page 22: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/22.jpg)
Core and Specific Competencies
![Page 23: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/23.jpg)
Career Planning / Personal Development Training and development arising from the
competency grids; Tailored to an individual basis; On-the-job/off-the-job learning
opportunities; Achieve economies of scale across Sector.
![Page 24: Hr Planning Presentation Final](https://reader030.vdocuments.site/reader030/viewer/2022013107/5454157eaf795908308b59ed/html5/thumbnails/24.jpg)
Questions?