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Dominican Republic: Human Resource Management for Innovation in Government

image of Dominican Republic: Human Resource Management for Innovation in Government

This review represents a new policy approach for public sector reviews, linking the traditional thematic public employment and strategic human resource management (HRM) framework to public sector innovation and service delivery challenges in the Dominican Republic. The study is based on lessons learned from the experience of OECD member and key partner countries, starting with an economic and institutional analysis of the Dominican context in a broader regional perspective. The report provides a detailed diagnosis of its public employment management and pragmatic solutions for improving it. The recommendations are based on assessments in the following priority areas: the use of strategic workforce planning and management, the state's ability to acquire and retain workforce competencies and enhancing government's core values, performance management and leadership, HRM reforms and the capacity to implement innovative approaches for a more efficient and effective public administration leading to better service delivery.

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Strategic workforce planning and management to meet current and future public service delivery challenges in the Dominican Republic

This chapter analyses the main characteristics, challenges and windows of opportunity of strategic workforce planning in the Dominican public administration, in the light of the experience and lessons learned in OECD countries. Strategic workforce planning has become a key priority and a core management practice for many public administrations. It can provide an invaluable capacity tool to efficiently manage human capital and deliver better internal and external results, especially in times of limited resources. Careful workforce planning and strategic HRM reforms help ensure quality public services while responding to the need to reduce or maintain budgets. Achieving the most efficient and effective size and allocation of the public service workforce to align staffing with government priorities is an ongoing challenge for governments, marked by a confluence of factors which include fiscal pressures and the ageing of the workforce but also public service demands and new possibilities offered by ICT technologies.

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