Experiences from INEGI/Mexico regarding Human Resources Management (HRM) in recent years

Experiences from INEGI/MexicoExperiences from INEGI/Mexicoregarding regarding

Human Resources Management (HRM) Human Resources Management (HRM) in recent yearsin recent years

United Nations Economic Commission for Europe (UNECE)United Nations Economic Commission for Europe (UNECE)Workshop on Human Resources Management and TrainingWorkshop on Human Resources Management and Training

Budapest, Hungary September 5-7, 2012Budapest, Hungary September 5-7, 2012

Josué Hiram Suárez VillaseñorJosué Hiram Suárez VillaseñorDirector general Adjunto de Recursos HumanosDirector general Adjunto de Recursos Humanos

Dirección General de AdministraciónDirección General de AdministraciónINEGIINEGI

ContentsSummary

1.Introduction

2.Instituto Nacional de Estadistica y Geografia (INEGI)

3.Human resources at INEGI

4.Conclusions

Experiencias en Administración de RH 2

Contents

1.Introduction

1.1 Location and context of Mexico1.2 Brief History of the country1.3 Current situation1.4 Population registers


1. Introduction. Location and context of Mexico

• Global data:– Located in North America, 2 million Km2.– It went from 13.6m inhabitants in 1900 to

97.4m in 2000.– 112.3m inhabitants in 2010, 51.2m

women.– Spanish and 62 languages spoken (Maya,

Nahuatl, etc.).– In 2009, 11th world economy (GDP in

PPP).


1. Introduction. Brief history and current situation

• Brief history–Colonial:

• Conquest in 1500 by Spain• 300 years of colony

–Independent:• 1810 Independence• Loss of 50 territory

–Modern:• 1910 Revolution• 1938 Oil expropriation

–2010:• Bicentennial independence• Centennial revolution

• Current situation • Democracy in the process of

consolidation.• Mostly young (80, average age 27

years).• 22 million tourists (10 ° world).• Seventh largest oil producer.


1. Introduction. Population records


• Colonial:– At the arriving of Spaniards between

4.5 and 9 million– Significant decrease of population

1500-1650– 17TH century: two censuses of

population (1614 and 1625) and five demographic counts (1654, 1662, 1664, 1665 and 1667)Revillagigedo census of 1792

• Independent:– Census of 1831– Creation of the General Directorate

of Statistics in 1882• Modern:

– First modern census en1895– Are held every 10 years at years

ending with "0“– Last in 2010

Tenochtitlan at the Spaniard´s arrival. National Palace Mural.

2. Instituto Nacional de Estadistica y Geografia (INEGI)

2.1 INEGI Recent´s History2.2 Autonomy and powers of INEGI2.3 The National System of Statistical and

Geographical Information (SNIEG)2.4 INEGI as coordinator of the SNIEG2.5 Planning and coordination of the SNIEG2.6 INEGI as generator of statistical information2.7 INEGI as generator of geographic

information


Contents

2. INEGI. Recent history

• Creation– On January 25, 1983– Almost 100 years after created the

General Directorate of Statistics• Integration:

– General Directorate of Statistics.– General Directorate of Geography.– General Directorate for Computer

Policy.– General Directorate of Information,

Analysis and Integration.• Relevant characteristics:

– Union of statistics and geography– Location in Aguascalientes– Deconcentrated Organism from the

Ministry of finance


2. INEGI. Autonomy and powers

• Relevant facts:• Constitutional change in 2006

– Article 26, fraction B.• New Act or law of the SNIEG in 2008

– Law on the National System of Statistical and Geographical Information

• New INEGI as an autonomous body in 2008

• Priority objective:• Achieve that SNIEG provide to society and

the State information:1. With Quality, 2. Relevant3. Truthfully, and 4. Timely• For the purpose of contributing to national

development, under the principles of:(a) accessibility, (b) transparency, (c) objectivity, and (d) independency.


2. INEGI. The SNIEG

• The SNIEG law regulates:A. The National System of Statistical

and Geographical Information.B. The rights and obligations of the

system´s informants.C. The Organization of INEGI.D. The administrative offences and the

means of solution to claims.

• The System is formed by:• National economic information

subsystem.• National demographic and social

information subsystem.• National geographic and

environment information subsystem.• National government, public safety

and justice delivery information subsystem.


A. El Sistema

B. Los Derechos y Obligaciones

C. La

Organización del INEGI

D. Las Faltas

Administrativas y

Reclamaciones

2. INEGI. As coordinator of the SNIEG

• INEGI coordinates: The subsystems of the SNIEG The National Advisory Council of

the SNIEG The needs of the own INEGI• INEGI develops: The regulations required The public information service Necessary technical support


• The system is structured by:• The National Advisory Council.• The Executive Committees for each

subsystem.• The Specialized Technical Committees.• The Working Groups.

• State units (EU): All the institutions or units of the different levels

of Government: Federal, State or Municipal, that are involved in the processes of production, record, process or disseminate information of public interest.

2. INEGI. Planning and coordination of the SNIEG

• The SNIEG is:– a true system– It involves all the State units

• It has the tools to:– Coordinate the participants.– Program the activities.– Use or create standards.– Create and operate the National

Network of Information. and– Create and operate the Public

Information Service.


• Solid planning of the SNIEG:• The SNIEG Strategic Program (24 years)• The National Program of Statistics and Geography (6 years)• The Annual Program of Statistics and Geography (1 year)

2. INEGI. Generator of statistical and geographical information

• Statistical information:1. Censuses.

1. Population and housing (last in 2010)2. Economic.3. Agricultural, fisheries and forestry

2. Surveys1. Surveys in homes2. Surveys in establishments

3. Administrative records1. Vital2. Social3. Economic


• Geographical information:1. Geodesy2. Topography3. Toponomy4. Natural resources5. Urban cartography6. Geostatistical framework7. Cadastre8. Remote sensing images

1. Aerial photography2. Digital orthophotos3. Satellite images

VISIT: http://www.inegi.org.mx


3. Human resources at INEGI

3.1INEGI´s General Organization3.2 INEGI´s Personnel Characteristics3.3 The transformation from the Autonomy3.4Human Resources Policies3.5 The Professional Civil Service (PCS) from

INEGI3.6 Training

Contents

3. HR in INEGI. General Organization

• Governing Board: A President. Four Vice-Presidents, each

coordinating a subsystem. Appointed by Mexico´s President

and approved by the Senate Chamber.


• Eight Directorates-General and one Internal Auditor.• Ten Regional Directorates or Offices.

3. HR in INEGI. General Organization (2)

• General Administration Directorate: Five Deputy General Directorates, including

Information Technology and Legal Affairs. Little more than 1,400 employees. Coordinates the INEGI restructuring. Develops new regulations in many aspects, in

particular organizational and administrative.


• Human Resources Deputy General Directorate Six Area Directorates. Three hundred employees. During INEGI´s restructuring, was added:

Directorate of Organizational Communication (Intranet)

Directorate of Training and Quality The new Directorate of Professional Civil

Service (PCS) was created.

3. HR in INEGI. General Organization (3)

• HR Budget: The total budget was nearly 4,800 mMP

(342 mUS) in 2011.

77% of the budget was for HR.

The second item of expenditure is general services.


INEGI Presupuesto 2011 Tipo de Cambio 13.9787

No ConceptoMonto

(Pesos Mexicanos)Monto

(US Dollars) %1 Servicios Personales 3,695,315,400 264,353,295 77.3%2 Materiales y Suministros 113,252,167 8,101,767 2.4%3 Servicios Generales 866,370,978 61,977,936 18.1%4 Transferencias 7,551,476 540,213 0.2%5 Inversión 97,049,326 6,942,657 2.0%

Total 4,779,539,347 341,915,868 100.0%

3. HR in INEGI. Personnel Characteristics

• Staff levels: Managers: Conduct policies and assumes

and executes directly the powers established by the internal regulation. From Heads of Department to Directorates.

Liaison: Perform the function of liaison and supervision between the management structure and operating personnel.

Operational: Support basic operations, not complex work. For example, interviewers.


INEGIRelación de personal Presupuestal Eventual

No Unidad Administrativa Mando EnlaceOperati

voTotal Total

Gran Total

%

1 Presidencia y Jta Gobierno 47 32 5 84 2 86 0.5%2 Contraloría Interna 55 81 20 156 11 167 1.0%3 DG Coordinación SNIEG 77 47 35 159 7 166 1.0%4 DG Est. Sociodemográficas 198 263 268 729 429 1,158 6.9%5 DG Est. Económicas 345 522 409 1,276 347 1,623 9.7%6 DG Geografía y MA 151 335 269 755 351 1,106 6.6%7 DG Administración 338 382 490 1,210 231 1,441 8.6%8 DG Vinculación y SPI 88 104 243 435 17 452 2.7%9 DG Investigación, AeI 95 68 78 241 11 252 1.5%

10 DR Norte 84 227 459 770 186 956 5.7%11 DR Occidente 97 268 579 944 197 1,141 6.8%12 DR NorOeste 101 204 493 798 215 1,013 6.1%13 DR SurEste 82 208 411 701 137 838 5.0%14 DR NorEste 85 264 572 921 180 1,101 6.6%15 DR Sur 80 207 366 653 197 850 5.1%16 DR Oriente 101 311 589 1,001 238 1,239 7.4%17 DR Centro Nte 105 280 544 929 240 1,169 7.0%18 DR Centro Sur 95 272 499 866 253 1,119 6.7%19 DR centro 59 132 514 705 80 785 4.7%

Gran Total 2,283 4,207 6,843 13,333 3,329 16,662 100.0%% 13.7% 25.2% 41.1% 80.0% 20.0% 100.0%Total Oficinas Centrales 1,394 1,834 1,817 5,045 1,406 6,451 38.7%Total Oficinas Regionales 889 2,373 5,026 8,288 1,923 10,211 61.3%% Oficinas Centrales 61.1% 43.6% 26.6% 37.8% 42.2% 38.7%

• Staff (2011): Total staff amounts to 16,662. The permanent staff amounts to 13,333 (80%),

the temporary staff to 3,329 (20%).

3. HR in INEGI. Personnel Characteristics (2)

• By classification :

Level: 14% staff is managers, 25% is liaison and 41% is operating, without considering the casual or temporary staff.

Contract: 20% staff is casual or temporary, as long as 80% is permanent.

Location: 39% staff is concentrated at Headquarters, while 61% is distributed in the regional offices.

Level and location: Of the management staff, 61% is located at Headquarters, as well as 44% of the liaison staff, insofar as only 27% of the operational staff is at Headquarters.


3. HR in INEGI. Personnel Characteristics (3)

• By classification:By seniority: 45% INEGI´s staff (7,441 employees) have

between 11-20 years working at the Institute.

Another 19% staff (3,133 employees) has between 21 to 30 years working for the Institute.

This large number of staff in this age range, implies significant replacement of personnel processes in the medium term.

By genre: There are slightly more men (54%), than

women (46%) in the Grand total. More gender equality in central offices

(52% M, 48% W) than in regional offices (56% M, 44% W).


3. HR in INEGI. Transformation from the Autonomy

• Restructuring:

Existing GD´s operation-oriented: Continue with the unique functions of the INEGI. Consider new tasks as part of the SNIEG. Guidance by products rather than processes.

New GD´s: To meet the requirements of the SNIEG, both in its

organization and directly in its day-to-day operation. To respond to the new requirements of the law of the

SNIEG. Existing GD´s management,

support, and services-oriented: Fitness control and administrative areas Fitness areas of support and services

RH process: Redefinition of posts, approval of functions and

grouping of types of activity. New definition of the institutional catalogue of jobs


Process: Adapting the entire organization for the new functions assigned by the SNIEG, in a new legal act.

• New regulations: Rules of Procedure of the Institute

Based on the restructuring. Manual of organization:

For each component of INEGI Manuals, policies and guidelines:

For budget utilization For procurement For other purposes

HR process: Staff´s remuneration manual General conditions of work Guidelines to modify the organic, occupational and

wage structure The personnel records management procedures

manual Regulations of the Professional

Civil Service (PCS) : Professional Civil Service Statute Rules to regulate the operation of the Professional Civil

Service

3. HR in INEGI. Human Resources Policies

The system mission: "To provide in a timely manner

information of national interest to society through the coordination among members of the system and the widespread adoption of national and international standards" .


SNIEG Mission &

Vision

2034 Vision: "The national system of statistical and geographical information has a solid reputation, nationally and internationally and provides universal access to quality information, timely and relevant".

General trends:

Exponential growth of information and its complexityChanges in the information technology and communications (ICT) Variations in characteristics and

processes related to information Global requirements in the field of

sustainable development Transparency and accountability

Master strategies :1.Consolidation of the national system of statistical and geographical information (SNIEG) 2.Production of information of national interest3.Contribution to the construction of an information and knowledge society4.Promotion of research and skills development5.Coordinated participation of the three orders of Government

HR policies:

1.Implement regulations to create and operate the PCS.

1. The processes of selection and entry.

2. Other processes related to the labour cycle.

2.Training processes are carried out according the norms established in the PCS

1. Co-ordinated by the Directorate of training and quality

2. Identified and proposed by the various administrative units.

3.The level of perceptions of staff will be improved.

•New working hours shall be adopted for all staff.

1.To improve and simplify procedures relating to RH.

3. HR in INEGI. The Professional Civil Service (PCS)


Legal framework:The following regulations were created:Statute of the Professional Civil Service.Rules governing the operation of the Professional Civil Service.Guidelines for the selection and performance evaluation of operational staff.

Operating bodies:The following bodies were created :

The Commission for the Professional Civil Service, and

The Technical Committee on Professionalism.

3. HR in INEGI. The Professional Civil Service (PCS) (2)


Personnel considered for the PCS:

The permanent staff considered likely to join the PCS was estimated at 11,818 positions, 89% of the total.

Staff that would be “Free Designated”, which represents the exception in the regulations of the PCS not to join it, was 568 positions, which added to the High Management (57) and unionized staff (890), give a total of 1,515 workers not participating and represent 11%

Application procedure or Entry Process :Internet operation:Conduct an unlimited registration of applicants. Have an electronic record that guarantees equal status to the applicants. Maintain the anonymity of applicants registered on the entire process. Make available online registration 24hrs during the registration period established.In a step Process:Curriculum assessment Review of technical knowledge Interview Are analyzed and evaluated : Ability Knowledge ,and Experience

Distribución del personal a incorporar al SPC

No PersonalSuceptible a incorporar al

SPC

De Libre Designación y otros

No suceptible de incorporar al SPC

Total de Personal

1 Director de Área 108 98 206 2 Subdirector de Área 470 130 600 3 Jefe de Departamento 1,327 93 1,420 4 Enlace 3,973 234 4,207 5 Operatvo 5,940 13 5,953

Subtotal 11,818 568 12,386 6 Mandos Superiores 57 57 7 Personal de Base 890 890

Personal Permanente 11,818 1,515 13,333 89% 11% 100%

8 Personal Eventual 3,329 3,329 Gran Total 11,818 4,844 16,662

% Personal Permanente

PCS´s Internet address:www.inegi.org.mx/inegi/spc/default.aspx



The Performance Evaluation System (PES):

Defined as:“A comprehensive process that allows, through a conceptual approach, a methodology of implementation, standardized tools and techniques, a quantitative and qualitative assessment of results and behaviors made by a person in the performance of its functions and institutional goals, based on their skills, abilities or competencies.”

The objectives :Evaluate the performance of functions, goals and outcomes of training.Identify, where appropriate, the granting of incentives for outstanding performance.Identify training needs.Identify unsatisfactory performance and take corrective action.

EVALUACIÓN EVALUACIÓN DEL DEL

DESEMPEÑO DESEMPEÑO

INGRESOINGRESO

SEPARACIÓNSEPARACIÓN

CAPACITACIÓNCAPACITACIÓN

ESTÍMULOSESTÍMULOS

SPC. Proceso Evaluación del Desempeño (PED)Factores de Evaluación

No FactorPonderación

del total

1 Funciones y/o Metas Individuales 60%

2Cumplimiento de Objetivos y/o Metas del INEGI

10%

3Eficiencia y Factores Clave de Deempeño

25%

4 Aportaciones por Iniciativa Propia 5%

Total 100%

PED. Resultados FinalesCalificación final Nivel de Desempeño

90.0 a 100 Sobresaliente 80.0 a 89.9 Muy Bueno 70.0 a 79.9 Bueno 60.0 a 69.9 Aceptable

0 a 59.9 No satisfactorio



PCS Results (2011):

305 liaison and management positions have competed.

185 Candidates were selected.

More than 18 thousand participants in competitions at this level.

3. HR in INEGI. National Strengthening of Management Skills


Background:Conceptualized within the PCS training process.Measurement of organizational climate, based on a query, in 2010.The general organizational climate of the institution was evaluated in 68.As key strengths were detected:

The pride of belonging; Knowledge of the process; Personal self-worth; and, Results orientation.

Identified as areas of opportunity and therefore in need of improvement were:

Skills improvement; The need for a good leadership; and, The desirability of strengthening teamwork..

Contents


4. Conclusions

4.1 General Conclusions

4.2 The INEGI in the context of the UNECE Workshop on HRM&T

4. General Conclusions


General Conclusions :

The process of transformation of the Institute have represented a paradigm shift in the INEGI's institutional life, but especially in the work on the statistical and geographical information the nation.

A new institution was created in the INEGI, with a mission and vision of much greater scope. A strong legal framework of national scope was a necessary and absolute requirement.

The SNIEG planning has led to clearly guide the processes and steps.

The transformation of the INEGI has been a huge effort, which involved a complete restructuring of the Institute and the creation of all relevant regulations.

Careful planning of human resources management of the institution was required. The Professional Civil Service system has been the cornerstone.

Building a Professional Civil Service is a process that takes several years of effort.

4. Conclusions. Context in UNECE workshop


Levels of HR management are :

Basic HRM: Key elements of this first level are primary terms of employment (salary, working hours, work and rest times). Also comprises a collective bargaining arrangement between the employer and the unions.Administrative HRM: All administrative procedures concerning HRM and Training are structured and well organized. This level is also characterized by mutual work relations between employer and employee. Instrument based HRM&T: Use of HRM and Training instruments to reduce subjectivity in HRM and Training by standardizing working procedures. Policy based HRM&T: Need to anticipate on HRM and Training issues in the coming period (one or two years). HRM and Training activities are directed by an articulated policy.Strategically HRM&T: The focus of (top) management is on long-term development of business processes and personnel. Two strategic instruments are Strategically Personnel Planning, and knowledge management (this is ensuring the level of knowledge, taking into account the (external) mobility of personnel).

INEGI

No Niveles de ARHActual 2012

Meta 2014

Meta 2020

Puntos Max

Actual 2012

Meta 2014

Meta 2020

1 Básica 25% 15% 5% 1.00 0.25 0.15 0.05 2 Administrativa 30% 20% 10% 1.50 0.45 0.30 0.15 3 Instrumental 20% 30% 15% 2.00 0.40 0.60 0.30 4 De Políticas 15% 20% 30% 2.50 0.38 0.50 0.75 5 Estratégica 10% 15% 40% 3.00 0.30 0.45 1.20

Total 100% 100% 100% 10.00 1.78 2.00 2.45

Valuación de la ARH Valoración (%) Puntajes

4. Conclusions. Context in UNECE workshop (2)


Application to INEGI:

1.In the case of INEGI, we believe that the different levels of administration occur at the same time, to various human resources management processes.2.Exercise: Assigned percentages, in a subjective manner, involving different levels of administration that is considered to currently occur.3.Results in table and graph.4.A methodology of this type would make it possible to evaluate the management of human resources in the national statistical institutes in a standardized manner and then make objective comparisons of their situation and clarify the areas of improvement, similarly to the ISO methodology.

1. ARHyF Básica

2. ARHyF Administrativa

3. ARHyF Instrumental

4. ARHyF De Políticas

Estratégica

Táctica

Operacional

Pro-activa

Activa

Re-activa

5. ARHyF EstratégicaARHyF del INEGI

Porque proporcionamos información para Porque proporcionamos información para todos…todos…

01 800 111 46 3401 800 111 46 34www.inegi.org.mxwww.inegi.org.mx

[email protected]@inegi.org.mx

¡México cuenta con el INEGI!¡México cuenta con el INEGI!

Thank you very much!!…Thank you very much!!…


Josué Hiram Suárez VillaseñorJosué Hiram Suárez VillaseñorDirector general Adjunto de Recursos HumanosDirector general Adjunto de Recursos Humanos

Dirección General de AdministraciónDirección General de AdministraciónINEGIINEGI

[email protected]@inegi.org.mx

Documents

Experiences from INEGI/Mexico regarding Human Resources Management (HRM) in recent years