1 / 17

Towards World-class HR & OD in the NHS North West

Towards World-class HR & OD in the NHS North West. Marie Strebler. Overview. Progress and project update Extent of participation Presentation of key findings Next steps. Kick-off with half-day seminar ‘What is World Class HR? led by IES. Stakeholder feedback surveys via IES.

rozene
Download Presentation

Towards World-class HR & OD in the NHS North West

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. Towards World-class HR & OD in the NHS North West Marie Strebler

  2. Overview • Progress and project update • Extent of participation • Presentation of key findings • Next steps

  3. Kick-off with half-day seminar ‘What is World Class HR? led by IES Stakeholder feedback surveys via IES Use the self assessment methodology Collect hard data & capacity One-day workshop ‘Implementing World Class HR’ inc reflection & action planning Peer review Overall view of the project

  4. Project aims In the context of World Class HR and OD: • the capacity data: • to gather comparable and accurate data about the HR community • the online survey: • to collect views of stakeholders • both to: • give a snapshot of HR/OD to support self-assessment against the factors in the world-class model • to allow internal benchmarking • to permit external benchmarking(if so wished)

  5. Extent of participation • In total 54 organisations involved (83%) • incl. 35 Trusts (92%); 17 PCTs (71%); 10 Foundation Trusts; and 2 ‘other’ • 41 organisations sent capacity data • 49 organisations participated in online survey • 36 participated in both activities • In total we analysed: • 1,666 capacity data • 5,192 survey responses

  6. Key findings: employment • Ratio HR:total workforce varies from 1:55 to 1:125 • The proportion of headcount in L&D roles varies from 19% to 31% • Generally just under half of all staff were in administrative roles (somewhat lower in the Ambulance Trust) • The business partner role is to be found (in small numbers) except in Mental Health, the SHA and Ambulance Trust

  7. Employment findings, cont • Shared services are an uncommon service delivery model • For all but the Ambulance Trust there are more HR staff in central locations than positioned ‘in the business’ • Staff are relatively evenly spread across AfC pay bands 3-7 (tapering at either end)

  8. Findings: demographic • A quarter of staff work part time (national average) and over 80% are female • Males disproportionately hold senior posts • Just over half have 5 or less years of service • 44% of staff have a 1st or 2nd degree and 29% are studying for such a degree (males are better qualified than females) • 3/4 are not CIPD qualified (half administrative staff)& only 25 people were reported studying for it

  9. The online survey • Questions about: • HR/OD services, functional areas, quality & importance, rating of function • board member & senior manager feedback • employment & biographical details • level of contact with HR/OD • Total responses analysed by job roles • Responses regrouped under the world-class model and findings aligned to each factor

  10. Overall headlines: areas of strengths • All aspects of HR/OD policies: • support business objectives, clear, accessible • in particular ‘make a difference to me’ • Promoting eo and diversity most effective; function fair in dealing with people • HR/OD staff approachable, professional, trustworthy, helpful; function knowledgeable • Board members most positive on all aspects • understand HR/OD role; • function adds value; rated better than 2 years ago

  11. Overall headlines: areas for improvement • Getting the basics right & supporting people in times of change • Functional areas rated less effective: • Reward & recognition; employee comms & engagement; workforce planning; job design • HR/OD staff less innovative & open to new ideas • HR/OD help me perform my job well • Clinicians & manager+clinicians are the least positive

  12. World-class factors: key findings

  13. The journey: some key measures • 49 % agree or strongly agree they are satisfied with HR/OD services • 63% MH Trusts, 51% Foundation, 48% Acute/PCTs • 42 % rated HR/OD function better or much better than 2 years ago • 77 % Board members • ratings range from 51% (MH) to 38% foundation T • One thing would change = improved comms • Achieving world-class: overall size of the gap 64 percentage points

  14. World Class HR & OD: the journey (1) My HR & OD function is world class in all it does?

  15. World Class HR & OD: the journey (2) My HR & OD function is world class in all it does?

  16. Next Steps

  17. … thank you www.employment-studies.co.uk

More Related