Trust, Service

& Accountability

Behaving Ethically

3.7 Supporting Employees

A strategic approach to the workforce

"Most large private sector organisations have HR, including organisational capability, as a direct report to the CEO.” [1]

A strategic approach to the workforce focuses on the development of organisational capabilities as well as individual employee capabilities. 

A major tool for a strategic approach to human resources is workforce planning.  Schott states:

  • Workforce planning must be closely tied to business planning, and a common approach must cover all aspects of workforce planning, including:
    • culture change, including values and behaviours
    • performance management, including appraising individual employees
    • performance, rewarding high performers and managing poor performers
    • organisational design, including planning the composition of the workforce, such as grade structures
    • job design and description, including position descriptions
    • recruitment
    • managing capability issues, including skills shortages
    • managing an ageing workforce
    • talent management.

Consistent with the Government Sector Employment Act 2013 and associated Regulation and Rules, human resources employees need to ensure the conduct and management of agencies (and each employee) is consistent with the values of the Ethical Framework: integrity, trust, service and accountability. Section 63 of this legislation also requires workforce diversity to be integrated into workforce planning in the agency. In addition, there are other strategic priorities that are set by government policy that need to be addressed by agencies; one of which is redesigning the workforce and work practices to promote productivity.