Human Resource Management Strategy
Executive summary
Developing and implementing a soundly based strategy for human resource management is a specific area for improvement in the Federation of the Future’s section outlining the Framework for Action. The Federation Human Resources (HR) Strategy was approved in April 2005 and actions to deliver it commenced in June of that year. The support of Department for International Development (DfID) during the years 2007 and 2008 has been fundamental in facilitating the achievement of major elements of the strategy. For the years 2009 and 2010, whilst the key themes of the human resources strategy remain in place, the focus of action shifts to ...view middle of the document...
For the years 2009 to 2010 the strategic HR focus will be on; Establishing effective human resource management at zone level to provide genuinely value added support to the new operating model; Developing the organisation’s international management capacities; Refining and implementing the remaining elements of the “delegate profiling” approach that sits at the heart of the “delegate effectiveness” section of the HR strategy; and Building further Movement wide understanding, adoption and cooperation in the delivery of consistent human resource priorities;
1
The most significant challenges facing the implementation of the strategy are assuring the financial and operational support of National Societies to the HR improvement programme and maintaining focus on strategic development in the face of pressing day-to-day issues and problems requiring immediate attention. In order to provide a focus on delivery, quarterly reviews will be conducted to measure progress against the achievement of objectives and budgetary performance in addition to the regular Federation monitoring and evaluation process. The total 2009-2010 budget is CHF 1,775,401 (USD 1,622,853 or EUR 1,130,829). Click here to go directly to the summary budget of the plan.
Context
Developing and implementing a soundly based strategy for human resource management is a specific area for improvement in the Federation of the Future’s section outlining the “Framework for Action”; “A human resource strategy to strengthen the volunteer and staff base of the International Federation” (FoF p.12) The Federation Human Resources Strategy was approved in April 2005 and actions to deliver it commenced in June of that year. The support of DFID during the years 2007 and 2008 has been fundamental in facilitating the achievement of major elements of the strategy including the development of an assessment centre based approach to the recruitment of international managers and operations managers; the design and operationalisation of new approaches to contracts and pay and benefits for international leaders and local professionals; the design of new approaches to the Movement related aspects of the induction of volunteers and staff into all parts of the Movement (WORC) and the operational orientation of international delegates (IMPACT); and improving our ability to respond to disasters quickly and effectively. Without the support of DFID it is clear that we would not be where we are today. For the years 2009 and 2010, whilst the key themes of the human resources strategy remain in place, the focus of action shifts to building on achievements to date to cement them into the regular operating practices of the Federation. This is particularly the case in the seven zone offices that sit at the heart of the new operating model. Earlier this year the 2005 – 2007 human resources strategy was revised and recalibrated as the Federation’s HR strategy for the years 2008 to 2010. Our HR plans for the period are...
