1 / 12

HUMAN RESOURCES FUNCTION

HUMAN RESOURCES FUNCTION. Francis Rogers Assistant National Director of HR HSE - West. June 2006. Presentation Agenda. Opening Remarks Backdrop for our Service/Function Areas HR Strategic Priorities HR Structures Update Brief Outline of HR Services - Key issues for highlighting

carlos-cervantes
Download Presentation

HUMAN RESOURCES FUNCTION

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. HUMAN RESOURCES FUNCTION Francis Rogers Assistant National Director of HR HSE - West June 2006

  2. Presentation Agenda • Opening Remarks • Backdrop for our Service/Function Areas • HR Strategic Priorities • HR Structures Update • Brief Outline of HR Services- Key issues for highlighting • Moving Forward • HR Commitment to Organisation June 2006

  3. THE FUTURE A Vision of Ireland’s Health System 2016 Ireland has a sustainable world class health and personal social services system staffed by educated, committed people using best practice and efficient organisation to deliver equitable, people centred care of the highest international standards. June 2006

  4. HSE CORPORATE OBJECTIVES • Patient/Client Centered Care • Highest International Standards • World Class Health System • Great place to work • People feel valued and rewarded • Excellent Leadership, Management • Fully accountable • High esteem among the wider Public June 2006

  5. HSE LEADERSHIP PRIORITIES • Customer focus • Efficiency • Teamwork • Taking the Initiative • Your Colleagues • Leading by example June 2006

  6. HR STRATEGIC PRIORITIES • Complete Organisation Design • Embedding new Structures • Supporting Service Management • Mobilising Top Teams • Leadership/Management Development • People Management • Employee Engagement • Talent Management • Maximising Intellectual Capacity June 2006

  7. HR LEAD ROLES • Employee well-being/Welfare (Breege Kelly) • Employee Policy & Standards (Mary Gorry) • Workforce Planning (Mary Kelly) • NEMU (Frank O’Leary) June 2006

  8. HR MANAGEMENT STRUCTURE HSE ADMINISTRATIVE AREA - WEST  Asst. National Director of HR Employee Relations Manager Learning & Development Manager Recruitment Business Manager Superannuation Business Manager Director – NMPDU Occupational Health Physician Equality Officer Service HR Manager (3) Senior Admin Support June 2006

  9. BRIEF OUTLINE OF SERVICES CURRENTLY PROVIDED • Employee/Management development • Workforce Planning • Employment Control • Recruitment/Selection • Personnel Administration • Organisational Development • Employee Well-being/Welfare • Occupational Health Service • Industrial Relations • NMPDU (Nursing, Midwifery, Planning & Development Unit) • Retirement Planning • Equality Officer • Superannuation • HR Strategy, Policies, Practices and Procedures Development June 2006

  10. KEY OPERATIONAL ISSUES (SNAPSHOT) • Team Based Performance Management • Team Based Action Planning • Employment Monitoring & Control • Absence Management • Recruitment Licence/Code of Practice • Organisational Development Resource • Shared Services • Policy Development • Overseas Recruitment Initiatives • Partnership June 2006

  11. MOVING FORWARD • Recognition of essential contribution of our staff. • Single Integrated Health Service Structure. • Management Structures which are clear, effective and transparent. • Need for committed, professional and enthusiasticstaff. • Ensure opportunities for personal and continuing professional development are promoted and supported. • Ensure we attract, develop and retain high calibre, highly qualified staff. • Work closely with education and training institutions. • Proactively promote Partnership Initiatives. • Devolvement of HR decision making to Line Management level. June 2006

  12. HR COMMITMENT TO ORGANISATION • To develop and support an Organisational structure and culture that is client/patient focused and empowers staff to realise their full potential in a safe and healthy work environment. • Take the lead in the development of HR policies, practices and procedures to ensure their standard application to staff throughout the HSE. • Work in partnership with all stakeholders to ensure that the HSE is a good employer with a motivated, skilled and flexible workforce, capable of delivering high quality services to meet the changing needs of the population and the Organisation. June 2006

More Related