Presentation held by Mr. Tamar Jinchveladze, Head of the Human Resources Department at the Ministry of Justice of Georgia, within the Regional Workshop on Georgia's anti-corruption and public service delivery reforms (22-24 September 2011).

1. Public Service Delivery of the Future
Combating Corruption, Streamlining Performance
MODERN APPROACHES TO HUMAN RESOURCE
MANAGEMENT
Tamar Jinchveladze
22 September 2011
Batumi, Georgia
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2. E-HR
Recruitment/selection methods
Performance appraisal system
Human Capital Management
Motivation
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3. E-HR
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4. Organization HR department Employees
- Saving material - Facilitation of - Self-service
and human process management
resources
- Proper decision-
- Focus on strategic making during
- Access to staff issues performance
information from management
any place of the considering
world - Minimization of employees’ skills and
mistakes knowledge
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5. • Personal
information
Operational management
• Self-service
• Selection
Relational • Assessment
• Work management
• Strategic HR
• Motivation
Transformational • Knowledge
management
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6. 50
minutes 7 minutes
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7. Recruitment/Selection of
qualified employees
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8. New
- Transparency
Earlier - Objectivity
- Rigidity - Countable procedure
- Unlimited number - Established quantity, distribution of
of selection panel Vs. functions of panel members
members - Procedure for conflict of interest
- Nepotism - Multi target group: graduates
(internship), students (practice), hiring
- One target group
handicapped persons
- Adaptation
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9. • Attraction of qualified staff
Goals • Enhancement of the image of the
Ministry
• Increase of efficiency of the Ministry
• Work with universities – database
of graduates
• Work with students – information
New about the Ministry
approaches • Utilization of social networks
• Other sources – local television,
radio
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10. Statistics of job announcements
2010
2009
0 10 20 30 40
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11. How to make an affective
performance appraisal system?
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12. Improvement of organizational and individual
activity
Comparison of expectations and goals between
the manager and the employee (interview for
assessment)
Awarding successful employees – professional
and carreer development, salary increase
Managing less successful employees
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13.  Analysis of the results
 Salary reform
Short-  Distribution at salary
Development Activities
term grades
 Development of
employees
 Self-assessment
 Assessment by line
Planning managerterm
Mid Annual
review
 Comments of the appraisal
second level manager
 Interview
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14. How to manage critical human
resources of the Organization?
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15. • Availability of right resources favorable for the
organization at the right time to achieve
A contemplated goals
• Training for future critical positions
B • Retention of successful employees
• Development substitute resources for the
C existing critical positions
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16. Assessment
Annual Analysis
performance Development
appraisal Gap analysis of
the required skills Monitoring
for the positions Developing
to be occupied human resources
and existing ones for higher Development of
positions leaders
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17. Motivation
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18. Positive
To the goal
“I do wish to
“Write analysis and
Third person compels you to
You wish to perform the task
write the
get bonus”
analysis”
perform the task
External
Internal
“I do not wish to
“Write or else you
write the
are fired”
analysis”
Negative
Beyond the goal 18

19. Preliminary activities
- Survey
- Establishment of the system
Material motivators
- Bonus system
- Salary system
- Valuable gifts
Nonmaterial motivators
- Professional development
- Social packages
- Growth of team cohesion
- Carreer development program
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20. E-HR
Recruitment/selection methods
ACHIEVING
ORGANIZATIONAL
HR SYSTEM
Performance appraisal system
GOALS
Human Capital Management
Motivation
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21. Thank you for your attention!
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