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The Right People In The Right Jobs
1. The Right People in the Right JobsThe Right People in the Right Jobs
1
2. Simplify the classification
system
Base compensation on market
conditions, individual self-
development, and business
needs
• Create an attractive and
expeditious hiring process
• Tie HR systems to business
needs through strategic and
workforce plans
• Improve and foster a high
performance culture
2
5. 5
From:From: To:To:
• Confusing exam
processes
• Hiring candidates
takes too long
• The right candidates
for the right job may
not be reachable
• Consolidated exam
process
• Online exam that is
available 24/7
• Three Rank Eligible
List Pilot Study
13. 13
Shared Key Responsibilities and Related General Competencies
(Knowledge, Skills, Abilities and Personal Characteristics)
Occupational Subgroups
Job Specific Technical Competencies
(Knowledge, Skills and Abilities)
Modernize and streamline the State's HR system to recruit, develop and maintain a well-qualified, high-performance workforce.
Introductions and thank you
September 2007 Legislature approved the Governor’s Budget and formally committed to fixing the broken HR system
5 PYs approved and first staff came on board in October 2007
5 major objectives
Simplify
Expedite hiring and “employer of choice”
HR integrated with strategic plans
Compensation factors based on market, business needs and individual contributions
Performance culture
Problems with our system
Classification are unmanageable with over 4200 classes
Gray tsunami
It takes months to test and hire
Compensation program is unbalanced
Not a performance culture