APPROACHES TO STRENGTHEN HUMAN CAPITAL OF PUBLIC SECTOR

APPROACHES TO STRENGTHEN HUMAN CAPITAL OF PUBLIC SECTOR: PROMISES & CHALLENGES 強化公部門人資能力途徑的前景與挑戰 Kevin I. J. Yeh 葉一璋 Professor, Dept. of Public Policy & Management, Shih Hsin University 台灣透明組織

Overviews: Setting the Scene The Emerging Business Approaches to Talent Management The Challenges Public Sectors Face Adopting Business Approaches The Promises Hold for the Leverage of Data, Cognitive and Digital Technology in Strengthening HR Management of Public Sector Data-driven, Evidence-based government: A new approach to governing Money ball for government Some Analytics in Public Sector HR Training 台灣透明組織

The Six How's: Promises & Challenges 1. How we redesign the organization and its leadership for the future? Challenge 2. How we design the employee experience for engagement, productivity, and growth? Challenge 3. How we leverage digital technology to design and improve work, the workplace, and the workforce? Promise 4. How we build a new management system to empower and engage the teams? Challenge 5. How we build a culture of continuous learning adoptability, growth, and personal development? Challenge 6. How we leverage data, cognitive technologies, and AI to improve the organization and its teams? Promise 台灣透明組織

Business Approaches to Strengthen Human Capital 強化人資能力的企業途徑 New way to talent management: Talent on Demand人才培訓新觀點 --人才隨選 Reinventing the Technology of Human Accomplishment 重新設計符合人性之組織架構 Competing on Talent Analytics 識才決勝點 Strategic Human Capital 策略人力資源 Human Performance Technology(HPT) 人力績效科技台灣透明組織

Talent Analytics in Business Practices 人才分析法 Leading companies such as Google, Best Buy, P&G, and Sysco use sophisticated data collection technology and analysis to get the most value from their talent. Google、百思買、寶僑、西斯科等領先業界的公司，運用複雜的資料收集技術和分析，從人才得到最大的價值 These companies have taken the guesswork out of employee management by leveraging analytics to improve their methods of attracting and retaining talent, connecting their employee data to business performance, differentiating themselves from competitors, and more. 這些公司排除員管理中的不確定因素，做法是利用分析法來改進求才和留才的方法、將員資料與業務績效連結、讓自己與競爭者有所區隔等。台灣透明組織

HR Challenges in Public Sector 公部門人資之挑戰 Public service transformation is critically dependent on key people management issues such as developing new skills, changing engrained behaviors and managing the uncertainty and conflict that can arise as a result. 公共服務的變革有賴於發展新技能、改變根深蒂固的行為、以及管理不確定性與衝突等主要人管的議題 Widespread failures for the government‘s public service reform plans to deliver lasting improvements mainly because they under-emphasis HR management issues. 政府在公共服務的改革計畫未能持續與廣泛失敗的主因，主要是不重視人力資源管理的議題 Governments have seen public sector HR as a cost to be managed, but not as a crucial strategic function. 政府並未將人力資源視為重要的策略功能，而是將人力資源當成成本來管理台灣透明組織

Obstacles Public Sector Facing in Human Resource Development There are more limitations on public-sector managers due to statutes and regulations. The public sector works within fixed budgets; little leeway in budget strategy. No clear reward for activities, and no clearly-defined bottomlines. Equity, accountability, openness, and correctly following procedures are rewarded more than risk-taking and innovation. Activities and employees are subject to extensive external forces; there are often multiple and conflicting inputs and interests. Public sector organizations are “mission-driven”, as opposed to profit –driven. Publin Report No. D 9, Innovation in the Public Sector 台灣透明組織

Analytics Approaches in Government Analytics are the extensive use of data, statistical and quantitative analysis, explanatory and predictive models, and fact-based management to drive decisions and actions. The focus on producing “evidence” of government performance has intensified, in conjunction with the expansion of “evidence-based policymaking”—that is, policies and practices based on scientifically rigorous evidence (Sanderson, 2003). Data-driven, Evidence-based government: A new approach to governing Money ball for government 台灣透明組織

Innovation in Contemporary Policing 現代警政的創新途徑 The Leverage of Data, Cognitive and Digital Technology in Contemporary Policing Comp. Stat Policing Intelligence-led policing Evidence-based policing 2012 Management and Supervision in Law Enforcement 台灣透明組織

Comp. Stat Policing A method of management accountability and a philosophy of crime control Four principles of Comp. Stat: Accurate and timely intelligence: know what is happening. Effective tactics: have a plan. Rapid deployment: do it quickly. Relentless follow-up and assessment: if it works do more, if not, do something else. You can’t manage what they don’t measure. Helps draw sharp attention to problem areas Puts facts in place of impressions 2012 Management and Supervision in Law Enforcement 台灣透明組織

Evidence-Based Policing 循證基礎之警政 Monitoring and evaluating program outcomes Analyzing whether it makes a difference Making adjustments to improve outcomes Includes training, innovation, efficiency, fiscal responsibility and ongoing communication Partnering with colleges or universities Reporting failure 2012 Management and Supervision in Law Enforcement 台灣透明組織

Intelligence-Led Policing 情資導向警政 Methodical approach to preventing, detecting and disrupting crime, including terrorist activities Business model and managerial philosophy Fusion centers collect, integrate, evaluate, analyze and disseminate information 2012 Management and Supervision in Law Enforcement 台灣透明組織

Many Thanks!謝謝聆聽台灣透明組織