Strategic HR Management looks at the processes and tools used to ensure that the capacities of the government workforce are aligned to the mission and core strategic objectives of the government. This means ensuring that right people with the right skills and working in the right places to achieve goal and objectives as effectively and efficiently as possible.
OECD work on strategic HRM and compensation
The OECD looks at HRM holistically, including the processes in place to bring people into the civil service, develop their skills and knowledge, and allocate their talents to priorities. This requires forward-looking workforce planning systems, up-to-date workforce data, and appropriate accountability structures. Compensation of government employees is a key element of strategic HR systems, impacting the attractiveness of government positions.
2016 Strategic HR Management survey
This survey enables benchmarking of civil service management and improves understanding of trends in the field of public employment and human resources management in government. The results of the recently updated survey are now being analysed to understand policy approaches to:
Compensation survey indicators
The OECD’s compensation survey is a unique instrument that collects compensation data a range of public sector occupations including top managers and service delivery professionals. The survey adjusts compensation levels for employers’ social contributions and working time. The survey will be conducted again in 2016 for the 2017 edition of Government at a Glance.
Summaries of public sector human resource management practices and policies in OECD member and partner countries.