Human Resource Management Assignment Solved

Human resource management Report Assignment


Introduction

As a specialized knowledge-based organization, FAO has to further strengthen its ability to be a trustworthy UN system agency that benefits all and remains relevant and willing to respond to the problems of its membership as it looks to the future. To do so To achieve this, the Organization’s most efficient, objective, and future management It is necessary to guarantee important resources – personnel of the company, in particular, noting that 75% of Regular Program of the Organization Human resources are used and there is a great deal FAO component that serve the Organization outside its regular scope Program Programmed (Storey, 2016). The HR Strategic Plan aims to promote an effective, proactive and value-added function of human resources as a business partner and agent for change The strategy has a defined pathway with projected results and schedules and milestones as well as markers that allow progress and potential gaps to be measured in performance Stakeholders should be notified. This is in line with the direction of the Director General Management in January 2020 should submit a clear performance of new work plans Accountability indicators. to provide an integrated, comprehensive and sustainable approach.

Professional and above level

In 2018, the Office of the Inspector General (OIG) reported to the finance committee that it carried out an examination of FAO’s policies and processes for recruiting and embarking on regular programme (RP) posts of professional personnel. the evaluation of the audit presented in November 2018, mostly focused on recruitment activities between September 2016 and August 2017, And since the last OIG audit assessment of 2011, identify excellent practises and improvements. The evaluation It was determined that most recruitment measures work easily and lead to the selection of qualified applicants specific recruitment objectives and guiding principles, such as gender balance and geographical diversity.

Ethics Officer and Ombudsman

In accordance with Resolution 1/2008 of FAO’s 35th (Special) meeting in November 2018, the FAO Ethics Office was formed in FAO. The Ethics Committee was a consultative group on ethics issues from 2012 to 2015. The Ombudsman’s common position in 2014 The agent has been generated. This officer was in the Legal Office and the Legal Office for administrative purposes A non-renewable five-year term in April 2014 was appointed Ombudsman/Ethics Officer. In At its 175th meeting in April 2019, the 161st Council supported the backing of the Finance Committee. March 2019 for the Work and Budget Program 2020-21 proposal for a separation and improvement Ethic and the Ombudsman.

Associate Professional Officers Programmed

The Organization has been hosting skilled and motivated young talents since the beginning of the APO in 1954 (Stewart, and Brown, 2019). This curriculum gives people from different nations an organized learning experience via international exposure collaboration activities that enable them to utilize their technological expertise Supervising and training young talents for future careers an experienced member of FAO Chances. Chances.

Junior Professional Officers Programme

The JPO programmed launched in 2011 is centrally controlled and organized with the involvement of a simplified recruiting process enabling the Organization to recruit, on a permanent basis and to benefit, young, motivated and bright people. their talents and abilities during the term of the work. JPO is an active programmer Entry level recruitment method (P-1) to support FAO in its rejuvenation the creation of a pipeline for future-oriented young professionals’ job. Job. There are now 15 JPOs at 8 (8) duty locations, 14 of which are The Nation

General Service Staff

The Organization launched the revamped recruiting procedure for the General Service (GS) in February 2020. The Global Call for Interest has been replaced by the publication in central offices and decentralized offices of vacancies. The goal was to improve recruiting Based on the merit, the process is streamlined and improved and openness increases (Ivancevich, 2017). The revision The procedure offers internal employees within the Organization the option to apply to special needs Vacancy announcements to enhance career and development possibilities.

Staffing programmed: 150 staff from 48 Member States have been allocated to 28 duty stations since September 2019 and as of 31 March 2020. Global South has attracted rising numbers of individuals (55% vs 51%). Global South 2019). Efforts to increase the involvement of nations outside and outside of the Union are being sought. And interns assigned to Offices decentralized. It is also possible to observe that 31% of staff were Sponsored from outside. Volunteer Programmed, 23 Regular programmers: from September 2019 to 31 March 2020 Volunteers and 15 United Nations Volunteers were deployed from 25 Member States (recruited by the UNV) 25 duty 25.

Geographic Mobility Programme

The fundamental goal of the FAO Geographical Mobility Program was to share expertise and expertise throughout the FAO in order to mobilize, retain and successfully fulfill the existing and future mandates as well as the growing operational demands of the FAO. Headquarters between offices and offices decentralized. The programmed also aims to provide Opportunities for a wide range of expertise, professional development and growth. A total of 116 mobility transfers were accepted for the 2018-2019 biennium and up to and including A total of 90 transfers were processed by 31 March 2020. The number in Table 4 below is of the 20 employees moved.

Non-staff Human Resources

Improved non-staff human resource (NSHR) processes were established by Decent delegation of competence and accountabilities in January 2020 to increase seamless, timely and efficient recruitment of qualified NSHR. These improved processes describe the Duties of the Hiring Managers were responsible for qualified recruiting The Personnel Services Accord Consultants (COF.REG) and Subscribers (PSA.SBS). As stated The Assistant Directors General were slated to be issued in February 2020 to be responsible for consultants’ geographical balance in their area and in the region The authority to recruit UN retirees was transferred to the Head and Regional Representatives of the DOs of the relevant administrative stream at the headquarters. Furthermore a language certificate is submitted to demonstrate the language in question No longer necessary and the university degree is established as a minimum requirement Consultants’ education qualification.

Alignment of the organization’s core values and objectives with HR management

On 16 December 2019, 13 549 employees started an anonymous Employee Satisfaction Survey. The overall completion percentage was 41 percent following the closing of the survey on 7 February 2020. (5522 employees). This is because it is benchmarked with other UN organizations for the first survey within the scope of the completion percentage. In conjunction with Staff Representative Bodies (SRBs) the survey was created and recent employee satisfaction polls by various UN entities like the UN have been considered The JIU Reports (JIU/REP/2018/4) include the Secretariat, the WFP and UNDP as well as suggestions. The Specific issues related to harassment, sexual harassment.

Capacity Building

As of 1 January 2020, all workers were provided with a digital library of new eLearning courses via you@fao. The programmed comprises approximately 15 000 online courses spanning a variety of subjects. In Chinese, French and Spanish, the content is available. There are also new courses Promoted by UN SDG: Learn the key SDG learning portal (Boxall, and Purcell, 2011). New Management Executive Leadership to develop leadership and management skills this year in cooperation with the UN Systems Staff the programmed (P5 and beyond) will be piloted University (UNSSC). This programmed is an online tutor (concentrated on five main theme topics) Includes a UN-aligned 360-degree evaluation The Organization supports capacity building through the APFOR on-the-job training programmed, which was introduced in June 2019, in view of the vital role played by assistant FAO (AFAOR) representatives in decentralized offices. In order to foster a succession for future FAORs to participate in the 2020 cohort, a maximum of 10 AFAORs will be recruited. This combined study the programmed consists of a 360-degree leadership evaluation, managerial coaching and completion of online classes and practical practice undertaken in an international context Temporary up to three months of mobility assignment. Three new online courses have been offered by the Organization.

Performance Management

The Organization continues to work to enhance its management of its performance. FAO introduced a new toolkit to enable efficient management of performance. This comprises three learning lessons aimed at developing SMART goals, explaining the PEMS process and evaluating successfully (Beardwell, and Claydon,2017). Guidelines have also been developed Help managers resolve performance shortcomings and assign assessments of performance. To Enhanced training of employees and management, two new face to face workshops have been trailed by the Organization. February 2020. February 2020. More than 100 people received the training.

References

Storey, J. (2016). Human resource management. Edward Elgar Publishing Limited.

Ivancevich, J. M. (2017). Human resource management. New York: Mc GrawHill.

Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Macmillan International Higher Education.

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.

Bernardin, H. J., & Russell, J. E. (2016). Human resource management (p. 736). Tata McGraw-Hill.

Beardwell, J., & Claydon, T. (Eds.). (2017). Human resource management: A contemporary approach. Pearson Education.

Armstrong, M., & Taylor, S. (2020). Armstrong’s handbook of human resource management practice.

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