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2004/05 – 2006/07 SERVICE PLAN
Ministry of Human Resources
Appendix 3. Summary of Related Planning Processes
Ministry of Human Resources — Human Resource Management
Plan
Goal 5: The ministry is a responsive and motivating employer.
| Goal |
Strategies |
| Employee and Leadership Development. |
Leadership Development — Implement corporate and ministry
leadership and management development programs to increase
leadership capacity and management talent.
Employee Development — Employee development linked
to performance plans through training, e-Learning and new
learning opportunities.
Skill and Career Growth — Identify and support on-the-job
training opportunities and career paths that encourage staff
to grow skills and strengths.
Competency profiles — Develop competency profiles
for selected roles and align staffing, training and development
plans, and processes.
Ministry Learning Plan — Develop a three-year Ministry
Learning Plan to support achievement of Human Resources
Strategic Plan, employee and business goals.
|
| Workplace Capability. |
Healthy Workplace — Implement a healthy workplace
program and expand existing health promotion initiatives.
Occupational Health and Safety (OHS) — Review OHS
Program, conduct on-going occupational health and safety
risk assessments and develop risk mitigation plans.
Succession Planning — Develop Ministry Succession
Plan and related staffing strategies to ensure future staffing
requirements are met and continuity in key positions.
Recruitment Initiatives — Identify difficult-to-recruit
to positions, locations, and conduct targeted recruitment
initiatives.
Human Resources Transition — Facilitate the HR Transition
Plan to support line managers, develop streamlined processes
to increase capacity and flexibility.
|
| Performance Development and Recognition. |
Employee Performance and Development Plan (EPDP) —
Develop and implement a ministry-wide EPDP process that identifies,
deploys and develops employee strengths.
HR Accountability and Measurement — Define and implement
an accountability and measurement framework to clarify for
supervisors and managers.
Recognition and Reward — Implement a performance-based
individual and group recognition and reward program.
|
Supporting Strategies:
Change Management — Develop a change management strategy
that supports leadership alignment, employee engagement and individual/team
accountability
Communications — Provide ministry staff with timely
HR communications
HR Information Management and Reporting — Collect
and report on HR information
Information Resource Management Plan — Modernize and
revitalize technology and business applications to improve overall
service delivery and expand operational efficiencies. Develop ministry
services that are: citizen-centered, timely, integrated, flexible,
and customized to the individual's needs, while protecting the privacy
of personal information.
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