CROATIAN EMPLOYMENT SERVICE
HOW TO CREATE COMMITMENT
“EUROPEAN PES HUMAN RESOURCES MANAGEMENT”
Dublin, 19 - 21 September 2007
SUCCESSFUL CES
CES – system that is successful in
accordance to staff skills and commitment
Skills development depends upon
motivation of staff to continue developing
their skills
Croatian Employment Service
LOW COMMITMENT INHIBITS
EMPLOYEE DEVELOPMENT
Causes of Low Commitment:
Lack of appreciacion, reinforcement
Low safisfaction
Low employee involvement
Misunderstood / unrealistic expectations
Lack of trust
Lack of self-confidence
Lack of attention to employee‟ needs
Croatian Employment Service
LOW COMMITMENT INHIBITS
EMPLOYEE DEVELOPMENT
Differences in values, personalitty type, style (with
manager, customers, colleagues etc
Workload level (too much, too little?)
Current responsibilities unconnected with career
ambitions
Conflict
Personal problems
Croatian Employment Service
COMPETENCE AND COMMITMENT
Competence can be taught
and learned
Commitment cannot be taught
however
it can be inspired
or supported
Croatian Employment Service
ACTIONS TO RAISE COMMITMENT
AND COMPETENCE (1)
Motivate staff to continue developing their skills
Encourage employees to strive for personal
excellence
Be knowledgabale, share resources
Make sure job responsibilities are clear and useful
Discuss skills that are essential to be successful
Provide opportunities for increased responsibility and
career advancement
Give recognition for work achievement
Model the need for continuous learning
Croatian Employment Service
ACTIONS TO RAISE COMMITMENT
AND COMPETENCE (2)
Support Performance Development
Assessment of the job responsibilities
Identification of the skill shortfalls
Create a development plan
Support the integration of new ideas /methods
into their work responsibilities
Provide feedback on performance
Discuss the ways to improve further
Croatian Employment Service
NATURE OF COMMITMENT
Edward Demming – importance of personal
satisfaction in work place
William Glasser – „Choice Theory‟:
“You can not control other people”
“The only person you can control is yourself”
Commitment involves intrinsic motivation
Croatian Employment Service
Questions and answers...
Questions:
What am I responsible for?
What am I not responsible for?
What can I do?
Answers:
I am responsible for supporting efforts in creating
conditions for Quality Work
I am not responsible for individual achievements of
the staff
I can use my position to establish system which gives
chance to staff to improve themselfs and satisfy most
of their needs
Croatian Employment Service
PARADIGM SHIFT IS NEEDED:
o Busy Work o Quality Work
o External Motivation o Internal Motivation
o Outside In o Inside Out
o Individual Work and o Team Work and
Competition Cooperation
o Boss Management o Lead Management
o Finding Faults and o Finding Win – Win
Win-Lose Solutions Solutions
o Evaluation by Others o Self-Evaluation
And Putting it All Together
Croatian Employment Service
WHAT WE ARE (TRYING) TO DO
Improve organisational culture
- be „open‟ – listen to staff suggestions and opinions
- be „flexible – change traditional ways of doing
things, stop focusing on problems and start coaching
- be „flexycure‟ – flexible but not threatening, changes
may produce feeling of unsecurity
- be „caring‟ – support needs of individuals and teams
Croatian Employment Service
WHAT WE ARE (TRYING) TO DO
Improve Performance Management System
(motivation to be built into PMS)
- discuss about work goals and targets
- provide feedback on what is well done and where
improvement could be made
- assess the staff performance
- discuss, plan and organize ways to empower staff
(identification of the competences that are
needed, assessment of training and development
needs, organize trainings in different areas)
Croatian Employment Service
IDENTIFIED COMPETENCES OF
THE CES COUNSELLORS
Primary competences:
knowledge about different areas,
depending upon the field of responsibility
Secundary competences - „transferable skills’
Communication skills, presentation skills, flexibility,
empathy, responsibility, patience, readiness for life
long learning
Croatian Employment Service
WHAT ELSE WE ARE TRYING TO DO
Regular meetings with regional managers and staff
in sharing vision, mision, strategies, goals, action
plans...
Simplify, clear comunication
Share information
Give positive feedback to personal (team) good
performance
Use personal credibility – commitment to responsible
work, honesty, openness, open-mindness...
Croatian Employment Service
WHAT WE ARE (TRYING) TO AVOID
Give just orders without explanation
Staff is just to follow the rules
Staff is not supposed to know „overall objectives‟
Essence of staff management is control and the
managers‟ only responsibility is to catch „wrong‟
behaviors
Good staff works without putting questions and
expressing their opinions
Croatian Employment Service
WHAT SOMETIMES PREVENTS OUR
STAFF FROM BECOMING MOTIVATED
Factors that appear in public /governmental
sector:
Organisational vision, mission and values not
clearly communicated
Lack of information
Unnecessary rules common for different
governmental sectors
Unclear instructions
Workload – lack of resources...
Croatian Employment Service
WHAT WE ARE GAINING FOR
OUR WAY
Shares power /responsibility
Employees Managers
Fulfill needs for belonging,
freedom and fun
Croatian Employment Service
THANK YOU
Contact
www.hzz.hr
Croatian Employment Service