9 • Continued from previous page leadership and the ability to quickly readjust must be central to achieving Resilience status. Connecting Employee and Oganisational Strategy The upsurge of connected devices and emerging technologies continues to enable seamless connectivity in public sector organisations. Connecting new work expectations and norms to strategies, through e-Governance will be fundamental to building a Resilient organisation. This will require revision of policies and key organisational and job roles. Going forward there will be a mix of various work models – traditional but also increased out-sourcing, stakeholder partnerships, etc. Linking the public sector employee with the organisation’s strategy and goals is important and therefore making the right skills available at the right places to support specific technologicallyinnovative strategies will be extremely crucial in building resilience. All of this must be underpinned by a strong sense of purpose, core values, shared vision and a deliberate use of language that promotes a clear sense of direction and one that influences attitudeshaping, relationship-building and actions. Aligning HR Policies and Practices Facilitating individual capability for resilience is the strategic role and framework that human resource management systems offer. Through strategic HRM systems, process, policies and practices, public sector organisations will have the opportunity for setting a framework within which public officers foster their individual capability to be resilient. It is being proposed that the development of strategic HRM policies and programmes take into account not just overarching HR principles and the strategic direction of the public sector, but also take into account the desired employee contributions that the programmes and policies aim to capture. For example, if collaboration as a behaviour is desired from public officers, then the HR policies and programmes need to capture and reinforce the message through the systemic guidelines that are laid out for the organisation. CARICAD is proposing the development and enhancement of HR systems and programmes that would result in fostering resilience outcomes in public sector employees through competency-based Human Resource Management Policies. • Continues on next page
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