EC launches sweeping reform of its HR functionOn 7 Aug 2001 in Personnel Today Related posts:No related photos. Internal communications are playing a vital role in driving forward amassive reform programme at the European Commission, following allegations ofmismanagement and fraud during the 1999 scandal. Staff are being consulted on proposals to reform the HR function, includingthe modernisation of the pay system, changes to the career structure andincreased rights to flexible working. Restrictive categorisation of staff, based on educational achievement, madeit difficult for employees to progress. A new promotion structure will bedeveloped based on performance. Allowances are being increased to help with childcare, rights to flexibleworking, part-time working and teleworking are being extended, and family leavewill be lengthened. The commission aims to put a greater focus on equalopportunities and increase the training budget. The HR reforms are among a number of changes introduced after the previouscommission was forced to resign in March 1999 when an independent reportcriticised its working practices. David Bearfield, head of the internal communications group for the EuropeanCommission, said although huge changes had taken place in the commission, HRhad been untouched for 40 years. He stressed that internal communications were vital in facilitating thereform process. “We’re here to enable the reform process to happen and to allow it tohappen with staff and not just something that’s a top-down process that peoplefind out about through newspapers. We want to facilitate an open reform processwhere people can play a role,” he said. A reform site was set up on the commission’s intranet, which received160,000 hits a day. www.europa.eu.intBy Katie Hawkins Previous Article Next Article Comments are closed.
Do you have an e-learning problem? Then ask our experts to find a solution.E-mail it to the address at the bottom of the page Q What are the advantages of linking my Learning Management System (LMS)into an Enterprise Resource Planning (ERP) system? And what difficulties mightI face? A Linking enterprise applications such as an ERP system into an LMS,has many advantages for the organisation and its learners, the most importantbeing an enterprise-wide view of the organisation’s people and their skillsets. This kind of approach to skills management is generally referred to asEnterprise Talent Management (ETM), and can include linking learning (via anLMS) to other core enterprise systems, such as an ERP system, CustomerRelationship Management (CRM) system and a Supply Chain Management (SCM)system. Each system is now becoming an essential component of a single,integrated enterprise – the talent management system. There are currently many good individual products in the areas of skillsassessment, content management and education delivery. However, there are fewtools that support a cohesive view of these overlapping areas. Both HR and enterprise education managers need to see how an ETM solutioncan integrate the many HR functions. There are at least five challenges most organisations must address to adopteffective ETM programmes. Getting to grips with these challenges and the waysto overcome them can help HR practitioners understand how to move from a fragmentedapproach to an integrated ETM system. – Make sure the ETM solution is appropriate for your business – Balance the relationship between the cost incurred and value generated – Solutions fail if they are implemented inaccurately – Avoid building islands of learning content and skills data – The educational content must be relevant to the audience – a moduledesigned for use in London, for example, may be totally inappropriate for staffin Singapore. Response provided by Chris James, senior director of education consultingservices, Sun Microsystems www.sun.com Comments are closed. Professional dilemmasOn 1 Nov 2003 in Personnel Today Previous Article Next Article Related posts:No related photos.