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“HOW TO WIN PUBLIC CONFIDENCE AS COVERNMENT OFFICIALS"-100 Sheets for Effective&Efficient Public Administration

 事業名 開発途上国等の公務員の人材育成に関するプログラムの開発
 団体名 公務研修協議会 注目度注目度5


Sheet 48

 

HUMAN RESOURCE DEVELOPMENT

 

1 The Importance of Human Resource Development

 

Why do organizations invest so much time and effort in human resource development ?

To begin with, organizations must make the best use of all their resources, be they human resources, assets, financial resources or information, if they are to achieve their objectives. In the case of human resources, while it is always possible to source external help, the cost is normally prohibitive. It is essential to develop and improve existing human resources from within.

Next, if you look at civil services around the world, most have a policy of long-term employment, and promotion from within to fill managerial positions. Recruitment itself, is usually confined to political appointees and young officials. The majority of other positions are filled internally by existing staff. As such, the training of internal staff is critical to the performance of the organization.

Finally, in recent years, there have been tremendous changes in the environment surrounding the civil service. A broad range of skills are required to respond competently to these changes. It is essential to actively develop the ability of staff to meet these changing demands.

 

2 Methods of Human Resource Development

 

While the organization should make every attempt to develop its staff, the real motivation for development must come from the officials themselves. Without self-motivation, no matter how much effort the organization puts in, the results will be ineffective.

It is unrealistic, however, to expect all officials to strive at self-development. Some may be unsure and confused as to how to go about it, while others may be unaware or unconvinced of the need for such improvement. Strategies are therefore needed to encourage and support staff over self-development.

One of these methods is OJT (on-the-job training) where staff development is undertaken in the process of their day to day work.

Another method is OFF-JT(off-the-job training) where staff are sent to courses at research institutes or to undertake research at universities, etc. They may even be assigned to support other members of staff who are making self-improvement efforts outside the office.

In addition to all this, personnel policies such as planned job rotation and promotion, provide the officials with new experiences, encourage them to better themselves, and hence contribute to human resource development.

 

 

 

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更新日: 2022年8月6日

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1.信頼される公務員になるために?効果的・効率的な公務遂行のための100シート?
2.「開発途上国等の公務員の人材育成に関するプログラムの開発」の報告書
3.将来あるべき人事管理を考えるための基礎調査(平成10年)
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