- Human Resources Reform Workstream

Ian Tegerdine – Interim National HRD

HSE Health Reform Programme

Context setting

Welcome

Approach

Appointment of Interim National DirectorRationale

Developing a Workforce Vision

Developing a Vision for HR as a function

Work to date:

Phase 1 – ‘Desktop’ ResearchReview of Health strategy framework

Healthy IrelandHSE HG CHOEtc

Review of previous HR strategy and Action PlansReview of HRA and related agreementsReview of staff survey resultsReview of current best practice and literature on People Management

Work to date:

Phase 2 – Research meetings (ongoing)HR staff ‘Section 38 & 39’ providersHSCPsNational Directors Union representativesCHO and HG Lead officersHospital CEOsDH & DEPR

Work Today and Future:

Phase 3 – ‘Engagement sessions’Today……

Phase 4 – To be agreedThoughts from today….

Agenda for the session

Table Discussions

1. Our Current Reality

As a table group, discuss and record your views on the following:a.Employee Engagement and Productivityb.Motivationc.Impact on Patient Care

2. The Future for HR

Each table will discuss one element of the Human Capital Management Modele.g.

2. The Future for HR

As a table group, discuss and record your views on the following:a.What are the current challenges in the area of ………………..?b.What needs to be done?c.What should the Key Priorities be?

‘People’ Strategy ?Developing a compelling vision for HSE family as an employer of choice?

Developing a single high level people strategy for HR in Public Sector Health Provision in Ireland?

Developing a strategic road map to enable us to move towards the vision

Developing a Vision for HR as a function?

Creating a HR Directorate offer designed to facilitate delivery

Designing the HR delivery to meet Service structure and needs 

Describing an ‘operating model’ for HR within a restructuring HSE 

Take account of HGs, CHOs and a ‘centre’

Informal & Formal Consultation 

Not our focus for today…..

‘People’ Strategy ?Build on early plans and thoughts to date 

Eg ‘Ulrich’ for delivery?

Review of literature and theory for those most relevant to Healthcare:

Consider the West & Borill work on the impact of HR on Patient outcomes

Consider Purcell’s work on high performing organisations

Consider the findings from Human Capital Management (HCM) studies 

Weave the three theoretical constructs together….

Can we use HCM as a structure for our strategy?

Thank you