Government at a Glance 2011
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Government at a Glance 2011

This second edition of Government at a Glance more than doubles the number of available indicators of OECD governments’ performance. The indicators compare the political and institutional frameworks of government across OECD countries as well as government revenues and expenditures, employment, and compensation. They also include indicators describing government policies and practices on integrity, e-government and open government, and introduce several composite indexes summarising key aspects of public management practices in human resources management, budgeting, procurement, and regulatory management. For each figure, the book provides a dynamic link (StatLink) which direct the user to a web page where corresponding data are available in Excel® format. The report also offers two special chapters, on leveraged governance and on the policy implications of fiscal consolidation.

The 58 data sets of member and partner countries in this 2011 edition of Government at a Glance include the first ever international comparison of public sector pay for selected professions and public service occupations, which points to a fairly egalitarian pay structure in the public sector;  estimations of country-specific fiscal consolidation requirements, which have been found to be large in many countries; the level of disclosure of private interests in the three branches of government; and  the implementation gap of Open Government policies to promote transparency, efficiency and trust.

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Publication Date :
24 June 2011
DOI :
10.1787/gov_glance-2011-en
 
Chapter
 

Strategic human resources management You or your institution have access to this content

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Author(s):
OECD
Pages :
90–91
DOI :
10.1787/gov_glance-2011-22-en

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Strategic human resources management (HRM) is key to align people management with the strategic goals of public sector organisations. It allows governments to have the right number of people at the right place and with the right competencies. Such practices not only help governments meet strategic objectives, but also increase efficiency, responsiveness and quality in service delivery. Strategic HRM also encourages governments to look to the future, thinking strategically about the right mix of people and skills that will be needed to respond to changing societal needs.