Docstoc

composite_results

Document Sample
composite_results Powered By Docstoc
					Towards World-class HR & OD
in the NHS North West


Marie Strebler




                 the institute for employment studies
Overview

 Progress and project update
 Extent of participation
 Presentation of key findings
 Next steps
Overall view of the project
                     Kick-off with half-day
                    seminar ‘What is World
                      Class HR? led by IES

   Stakeholder           Use the self          Collect hard
     feedback            assessment              data &
  surveys via IES        methodology            capacity

                       One-day workshop
                     ‘Implementing World
                    Class HR’ inc reflection
                       & action planning

                          Peer review
Project aims

In the context of World Class HR and OD:
 the capacity data:
   ● to gather comparable and accurate data about the HR
     community
 the online survey:
   ● to collect views of stakeholders
 both to:
   ● give a snapshot of HR/OD to support self-assessment
     against the factors in the world-class model
   ● to allow internal benchmarking
   ● to permit external benchmarking
     (if so wished)
Extent of participation

 In total 54 organisations involved (83%)
   ● incl. 35 Trusts (92%); 17 PCTs (71%); 10
      Foundation Trusts; and 2 ‘other’
 41 organisations sent capacity data
 49 organisations participated in online survey
 36 participated in both activities
 In total we analysed:
   ● 1,666 capacity data
   ● 5,192 survey responses
Key findings: employment
 Ratio HR:total workforce varies from 1:55 to
  1:125
 The proportion of headcount in L&D roles
  varies from 19% to 31%
 Generally just under half of all staff were in
  administrative roles (somewhat lower in the Ambulance Trust)
 The business partner role is to be found (in
  small numbers) except in Mental Health, the
  SHA and Ambulance Trust
Employment findings, cont

 Shared services are an uncommon service
  delivery model
 For all but the Ambulance Trust there are more
  HR staff in central locations than positioned ‘in
  the business’
 Staff are relatively evenly spread across AfC
  pay bands 3-7 (tapering at either end)
Findings: demographic

 A quarter of staff work part time                      (national average)

  and over 80% are female
 Males disproportionately hold senior posts
 Just over half have 5 or less years of service
 44% of staff have a 1st or 2nd degree and 29%
  are studying for such a degree
  (males are better qualified than females)

 3/4 are not CIPD qualified                  (half administrative staff)

  & only 25 people were reported studying for it
The online survey

 Questions about:
       HR/OD services, functional areas, quality &
        importance, rating of function
       board member & senior manager feedback
       employment & biographical details
       level of contact with HR/OD
 Total responses analysed by job roles
 Responses regrouped under the world-class
  model and findings aligned to each factor
Overall headlines: areas of strengths

 All aspects of HR/OD policies:
   ● support business objectives, clear, accessible
   ● in particular ‘make a difference to me’
 Promoting eo and diversity most effective; function
  fair in dealing with people
 HR/OD staff approachable, professional, trustworthy,
  helpful; function knowledgeable
 Board members most positive on all aspects
   ● understand HR/OD role;
   ● function adds value; rated better than 2 years ago
Overall headlines: areas for improvement

 Getting the basics right & supporting people in
  times of change
 Functional areas rated less effective:
   ● Reward & recognition; employee comms &
     engagement; workforce planning; job design
 HR/OD staff less innovative & open to new
  ideas
 HR/OD help me perform my job well
 Clinicians & manager+clinicians are the least
  positive
World-class factors: key findings

Factor   Positive feedback           Negative feedback
1        HR/OD policies              basics; use of technology

2        promoting eo                recruitment & selection

3        staff professional          support for change

4        staff approachable          help perform jobs

5        understand HR/OD role       deliver consistently against
                                     expectations
6        staff trustworthy           show ROI of decisions

7        strategic not cost centre   staff innovative & open to new ideas
The journey: some key measures

 49 % agree or strongly agree they are satisfied
  with HR/OD services
       63% MH Trusts, 51% Foundation, 48% Acute/PCTs
 42 % rated HR/OD function better or much
  better than 2 years ago
       77 % Board members
       ratings range from 51% (MH) to 38% foundation T
 One thing would change = improved comms
 Achieving world-class: overall size of the gap
  64 percentage points
World Class HR & OD: the journey (1)
          My HR & OD function is world class in all it does?

                 All

               PCTs

       Acute Trusts

Mental Health Trusts

  Foundation Trusts

              Other

                       0%    20%     40%       60%       80%        100%

              Important/ essential   Generally/ consistently true
World Class HR & OD: the journey (2)
        My HR & OD function is world class in all it does?

                           All

              Board member
             Senior manager

   Senior manager & clinician

                    Clinician

             Clinician & staff
                         Staff

                    Staff side

                                 0%     20%        40%   60%     80%     100%
                                  Not true               True to some extent
                                  Generally true         Consistently true
Next Steps
… thank you




      www.employment-studies.co.uk

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:4
posted:8/28/2012
language:English
pages:17