Step 2 - Identify Strategic HR Issues

Strategic Challenges

Strategic HR Issues

• Move to Chek Lap Kok Airport

• Increase in manpower requirements
• Heavy demand for training for new recruits
• Officers required to spend more time on recruitment exercises

• Continuous expansion of passenger and cargo traffic at Hong Kong-China border

• Increase in manpower requirements

• Addition of consumer protection responsibilities

• Training to develop new skills

• Increasing public expectations for service quality

• Need to communicate new service standards and assessment methods
• Training on improving service quality

Identifying the HR issues Arising from the Strategic Analysis

• Do people have the competencies to meet the strategic objectives? What new competencies are required?

• How are superior performers differentiated from average performers? What systems are in place to track their performance?

• How can below standard performers be guided/developed to upgrade their performance?

• Are people being developed to meet the challenges of the future? What improvements need to be made?

• Are people motivated to meet the current and future challenges? What is impacting their motivation?

• Are the right people being attracted and retained to meet the future challenges? If not, what can be done to attract people of the right calibre?

• Is the current culture aligned with the vision, mission, and values of the department? Where is the misalignment?

• Is the manpower level sufficient to meet the future business requirements?

In the past, the Education Department focused on supplying the right quantity of service to the people of Hong Kong. In recent years, the Department has shifted its focus from quantity to quality. The Department has been making this shift by undertaking new initiatives aimed at raising the quality of education.

The Department is facing several challenges as it prepares to meet the future. These challenges arise from both external and internal forces. External forces such as political and social changes are putting more pressure on the education system than ever before. The Department is also in the process of implementing several challenging initiatives such as the School Management Initiative, Target Oriented Curriculum, Quality Assurance of Teaching and Learning in Schools, etc.

These strategic challenges pose many HR implications which must be identified and addressed when developing the HRM Plan.

Example: Target Oriented Curriculum

The Target Oriented Curriculum (TOC) initiative aims at providing schools, parents, and students with better indicators of student progress and achievement. The TOC is in the early stage of implementation and still has a long way to go for full implementation. The initiative poses a number of HR implications for the Department in the implementation process in the ensuing years:

• Increased workload for teachers - each student will require individualized assistance in setting targets;
• New skills required for teachers - in setting targets and giving personalized feedback to students on performance against target; and
• More teachers required - the increased workload means more teachers are required to handle the same number of students.

Introduction

What is a HRM Plan?

Critical Success Factors for Developing the HRM Plan

A Shift in Mindset

The HRM Plan in Context

Model for Developing the HRM Plan

Developing a HRM Plan - A Step-by-Step Approach

Samples of a Summary List of HRM Programmes and a HRM Plan Programme