HUMAN RESOURCES FUNCTION

June 2006

Francis Rogers

Assistant National Director of HR

HSE - West

June 2006 2

Presentation Agenda

Opening Remarks

Backdrop for our Service/Function Areas

HR Strategic Priorities

HR Structures Update

Brief Outline of HR Services

- Key issues for highlighting

Moving Forward

HR Commitment to Organisation

June 2006 3

THE FUTURE

A Vision of Ireland’s Health System 2016

Ireland has a sustainable world class health and personal social services system staffed by educated, committed people using best practice and efficient organisation to deliver equitable, people centred care of the highest international standards.

June 2006 4

HSE CORPORATE OBJECTIVESHSE CORPORATE OBJECTIVES

Patient/Client Centered Care

Highest International Standards

World Class Health System

Great place to work

People feel valued and rewarded

Excellent Leadership, Management

Fully accountable

High esteem among the wider Public

June 2006 5

HSE LEADERSHIP PRIORITIESHSE LEADERSHIP PRIORITIES

Customer focus

Efficiency

Teamwork

Taking the Initiative

Your Colleagues

Leading by example

June 2006 6

HR STRATEGIC PRIORITIESHR STRATEGIC PRIORITIES

Complete Organisation Design

Embedding new Structures

Supporting Service Management

Mobilising Top Teams

Leadership/Management Development

People Management

Employee Engagement

Talent Management

Maximising Intellectual Capacity

June 2006 7

H R M A N A G E M E N T S T R U C T U R E

H S E E M P L O YE R S A G E N C Y H R A D V IS O R(M a u ra M cG ra th )

O p e ra tio n s (C o rpo ra te )(Jo h n S m ith )

S h a red S erv ice s T ra ns it ion(W illie M u rp h y)

H R T ra n s it ion(V iv ien n e Te g g)

P ro f. E du ca tio n s & D e ve lo p m e nt(Jo h n M ag n e r)

E m p lo ye e R e la tio ns(B e in g re c ru ite d)

E m p loye e R e sou rc ing(U n d e r R e v ie w )

O rg . D e s ig n & D e ve lo pm e nt(S h e ila F le m in g)

P e fo rm an ce & D e ve lo p m e nt(J im F le m in g)

H S E D ub lin /N orth E a st(R o sa rii M a n n io n)

H S E D ub lin /M id L e n is te r(L a rry B a n e)

H S E S o u th(B a rry O 'B rie n )

H S E W e st(F ra n c is R o g e rs)

A ss t. N a tio n a l D ire c to rs

N a tio n a l D ire c to r H R(M a rtin M cD o n a ld )

C E O

H S E B O A R D

HR LEAD ROLES

•Employee well-being/Welfare (Breege Kelly)

•Employee Policy & Standards (Mary Gorry)

•Workforce Planning (Mary Kelly)

•NEMU (Frank O’Leary)

June 2006 8

H R T E A M - H S E W E S T

H S E A D M IN IS T R A T IV E A R E AT E A M - W E S T

N A T IO N A L H R T E A M

Asst. National Director of HR

Employee Relations Manager

Learning & Development Manager

Recruitment Business Manager

Superannuation Business Manager

Director – NMPDU

Occupational Health Physician

Equality Officer

Service HR Manager (3)

Senior Admin Support

HR MANAGEMENT STRUCTURE

HSE ADMINISTRATIVE AREA - WEST

June 2006 9

BRIEF OUTLINE OF SERVICES CURRENTLY PROVIDED

Employee/Management development

Workforce Planning

Employment Control

Recruitment/Selection

Personnel Administration

Organisational Development

Employee Well-being/Welfare

Occupational Health Service

Industrial Relations

NMPDU (Nursing, Midwifery, Planning & Development Unit)

Retirement Planning

Equality Officer

Superannuation

HR Strategy, Policies, Practices and Procedures Development

June 2006 10

KEY OPERATIONAL ISSUES KEY OPERATIONAL ISSUES (SNAPSHOT(SNAPSHOT))

Team Based Performance Management

Team Based Action Planning

Employment Monitoring & Control

Absence Management

Recruitment Licence/Code of Practice

Organisational Development Resource

Shared Services

Policy Development

Overseas Recruitment Initiatives

Partnership

June 2006 11

MOVING FORWARDMOVING FORWARD

• Recognition of essential contribution of our staff.

• Single Integrated Health Service Structure.

• Management Structures which are clear, effective and transparent.

• Need for committed, professional and enthusiastic staff.

• Ensure opportunities for personal and continuing professional development are promoted and supported.

• Ensure we attract, develop and retain high calibre, highly qualified staff.

• Work closely with education and training institutions.

• Proactively promote Partnership Initiatives.

• Devolvement of HR decision making to Line Management level.

June 2006 12

HR COMMITMENT TO ORGANISATIONHR COMMITMENT TO ORGANISATION

To develop and support an Organisational structure and culture that is client/patient focused and empowers staff to realise their full potential in a safe and healthy work environment.

Take the lead in the development of HR policies, practices and procedures to ensure their standard application to staff throughout the HSE.

Work in partnership with all stakeholders to ensure that the HSE is a good employer with a motivated, skilled and flexible workforce, capable of delivering high quality services to meet the changing needs of the population and the Organisation.