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Recruiting and retaining qualified staff at Statistics Finland Elina Pääkkö

Recruiting and retaining qualified staff at Statistics Finland Elina Pääkkö. Workshop on HRM and Training in Statistical Offices 5-7 September 2012, Budapest. Competence management at Statistics Finland. Aims to identify and anticipate changes in competence needs

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Recruiting and retaining qualified staff at Statistics Finland Elina Pääkkö

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  1. Recruiting and retaining qualified staff at Statistics FinlandElinaPääkkö Workshop on HRM and Training in Statistical Offices 5-7 September 2012, Budapest

  2. Competence management at Statistics Finland • Aims • to identify and anticipate changes in competence needs • ensure sufficient core competence • correctly direct competence to the core processes and their supporting activities • enhance the capacity of personnel to cope with challenges of work • New tools • Group recruiting • Career planning

  3. Group recruiting – a centralisedrecruitment of junior experts • several (5-12) employees are sought at the same time with one advertisement • The new experts will be placed in different statistics departments but the competence needs of the whole organisation are emphasised • Competence needs are especially linked with the stages of the production process of statistics • Posts are basic level expert positions, previous work experience in statistics not necessary • The demands of the post should be quite similar • The process is mainly centralised into the personnel and legal services unit, and is performed in co-operation with the statistics department • First round autumn 2010

  4. Aims of grouprecruiting

  5. Experiences • After 4 grouprecruitingrounds, experiencesaregood. • Duringtwomonthsperiodseveralexpertscanberecruited in similarkind of posts • In eachroundquality of candidatesgood • 50 per cent of statistics experts were recruited by means of group recruiting in 2011 in SF. • 21 of 37 persons recruited (2010-2012) with group recruiting were women • After recruitment:TrainingProgramme in StatisticalSkills (TPSS), Careerplan for new-comers . Elina Pääkkö

  6. Careerplanning at Statistics Finland • Careerplanningimproves the opportunities of the personnel to broaden and deepentheirexpertice • Matchesemployee’scareerambitions and employer’sneeds • From the employer’s perspective, career planning can support and improve • Maintenance of core and strategic competence • Multiple competence and mobility • Personnel’s job satisfaction and commitment • Attraction of employer image • From the employee’s perspective, career planning can support and improve • Required development of competence • Performing of tasks best suited at each career stage • Maintenance of eligibility on the labour market • Discovery and exploitation of own motivation and enthusiasm Q1012 7

  7. Three careers Expert career Management career Professional career Expert Team leader Persons in professional tasks Specialist Senior adviser Supervisor Project manager Senior expert Manager Leading expert Careers are open, movement between careers is possible Q1012 9

  8. Tasks at Statistics Finland Informationtechnology Statistical work Management Information service Administration Tasks are open, movement between tasks is possible Q1012 10

  9. Model for career path of experts Instruction guidance, studying Co-operation, networks Consulting Development Projects Leading expert Basic task Senior expert Specialist Expert Researcher Planner Senior Statistician Senior Researcher Senior Planner Senior Adviser Leading Expert Skills requirementlevels 9 - 10 Skills requirementlevels 11 - 12 Skills requirement levels 13 - 14 Skills requirementlevels 15 - 16 Work process – command of work Development of products and processes Networks New ideas, overall picture Networks Creativity Here and now Tomorrow In future In future Q1012 11

  10. Career planning process 1. Identification of competence Discussion between supervisor and employee 2. Targets, possibilities and means for development 4. Finalised career plan and its implementation and monitoring 3. Elaboration and evaluation of career plan Q1012 12

  11. Summary – grouprecruiting and careerplanning as new tools for competence management • Group recruiting: flexible way to direct competence recruited from outside to core processes • Career planning: helps to identify changes in competence needs • Enables directing existing compentence and sharing competence • Both support building of positive employer image • Career planning is part of job orientation of new recruits • Both enhance the capasity of personnel to cope with challenges of work • Supporting personnel’s flexibility and renewal capacity

  12. Thank you for your attention! Elina Pääkkö HR PlanningOfficer P.O. Box 3C FI-00022 Statistics Finland elina.paakko@stat.fi

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