WORKSHOP ON STATISTICAL ORGANISATION AND MANAGEMENT NSO Staffing
- Slides: 28
WORKSHOP ON STATISTICAL ORGANISATION AND MANAGEMENT NSO Staffing – Challenges, motivating staff with limited resources. • Presenter: Anna N Majelantle Government Statistician Botswana 1 1
Contents • • • NSOs Mandate and Responsibilities Issues Emanating from Responsibilities NSO Constraints Implications of issues Staff Turnover Types of staff Turnover 2 2
Contents (contd. ) • Staff Motivation Guide ü ü ü Why do we need Motivation? Motivation in the Civil service Within your own Boundary At the Organizational Level Motivation and Human Resource Management Your own Staff Motivation plan • Conclusion 3 3
Mandate and Responsibilities of NSOs • Statutory mandate to produce and provide official statistics for decisionmaking, policy formulation and planning purposes. • Provide advisory and technical services to users of statistics. 4 4
Issues Emanating from Responsibilities • Increase in demand for information from Stakeholders. • Urgent National priorities • Need to atract and retain competent, dedicated and capable Staff 5 5
NSO Constraints • NSO Structures (some) • Under staffing, attrition rates and workloads • Untrained Staff • Low /non response rates 6 6
NSO Constraints (contd. ) • Resources • Inadequate expertise in IT/specialised areas 7 7
Implications of issues and Constraints • Inappropriate structures and low remunerations • Priority given to national challenges. • Less attention to human resource development – Eg More resources for surveys and censuses and less on HRD • Staff turnover 8 8
Staff Turnover • • • Zero % turnover not realistic Need New ideas Turnover is costly (recruitment and training) • Emotional and morale costs 9 9
Types of Staff Turnover • Uncontrolable (age, tunure, education, income) • Controlable (job satisfaction, organizational commitment and justice) (most org. rely mostly on control-base management philosophy: ie obedience over commitment, written rules over informal norms and authority over participation) 10 10
Staff Motivation • Acceptable pay • Interesting work and acceptable working conditions • Job satisfaction • Alignment of aims, purpose and values between staff, teams and org are aspect of motivation. 11 11
Staff Motivation Guide • One size does not fit all when it comes to motivation. Hong Kong Civil Service Bereau (1994) 12 12
Why Do We Need Motivation? • “People don’t change their behavior unless it makes a difference for them to do so” (Fran Tarkenton) • Employees want to be recognized to ascertain their value for existence. • Motivation will offer employees something valued as an incentive to work towards a goal. 13 13
Motivation in the civil service cont. • • What motivates Staff (challenging jobs, efforts appreciated) Charcteristics of motivated staff (energetic, initiative, proactive. Committed, appreciate recognition, set their own achievable targets) 14 14
Motivation in the civil service • What prevent staff from becoming motivated ( office politics, unclear instructions, over-control, no recognition of achievements) • Signs of being de-motivated. 15 15
Within our Own Boundary ØMotivating people at work can be achieved at two levels. üPersonal Level and ü Organizational level – Personal level - explain vision, mission, & values to staff and how their work aligns with them. - Delegate tasks that challenge skills and abilities of staff. 16 16
Within our Own Boundary cont Personal level cont - Promote owenership of problem solving - Catch people doing things right, not just catch them doing things wrongly. 17 17
Within our Own Boundary cont Ø At the organizational level • • • Establish staff motivation schemes Small monitory awards or in kind. Staff suggestion schemes. Long service travel award scheme. Commendation letters/certificates Performance management systems- regular reviews and feedback • Training and development plans 18 18
Motivation and Human Resource Management Ø Establish an open, flexible and caring management culture. üOpen management Culture – listen to staff suggestions and opinions. Accept their constructive criticisms and use their suggestions. 19 19
Motivation and Human Resource Management cont ü Flexible – Stop focusing on problems and the guilty party (police behavior) and start looking for those responsible for things gone right (coach behavior) 20 20
Motivation and Human Resource Management cont ü Caring – give emotional support to individuals and attend to emotional needs of teams members, treating them all in a fair and impartial manner. 21 21
Staff Motivation Plan Ø When staff are shown clear expectations, are valued, trusted, encouraged and motivated, they are more likely to give their best. 22 22
Staff Motivation Plan cont Ø In planning of staff motivation, consider: üAsses how motivated your staff are (observation for signs of being demotivated). üDiscucss with other managers and decide on the course of action. 23 23
Staff Motivation Plan cont ü Check if PMS has been fully practised. ü If signs of demotivation are detected, get all affected and discuss together. 24 24
Staff Motivation Plan cont ü In applying personal motivational practices, use those who you feel are easy to manage and feel the effect. ü Then test out some more (roll out to others), etc. 25 25
Conclussion Ø Motivation is the responsibility of all managers because the most valuable assets of an organization are people. Ø Through motivation, Managers show employees how to fullfil their needs while accomplishing organizational goals. 26 26
Conclussion cont Ø Motivation is about communication, working together, cultivating common goals, team work, giving support, direction and opportunities for growth. Ø Motivated Staff will ensure achievement of the organizational responsibilities with limited resources. 27 27
Thank You All 28 28
- Nso malpractice insurance
- Jänniteilmarinta
- Nso satellite office
- Pehmytkudospatti
- Nso developer
- Nso automation
- Cisco nso ned
- Sources nso frenchhowell neill mit technology...
- Tripletta di identificazione nso
- Nso.mn
- Upenn nso gala
- Csudh nso
- Yt
- Nso ned
- Nso network automation
- Staffing and scheduling
- Staffing directing and controlling
- Financial management is indispensable in any organisation
- Staffing system management
- Crepetition
- What is staffing in management
- Steps of staffing function of management
- Sqc of filling processes
- What is sqc in operations management
- Grandfather of tqm
- Eep mobile al
- Value management workshop agenda
- Shamrock organizational structure
- Difference between computer architecture and organisation