Mohd Afzanizam Mohd Badrin (Razak School of Government)
Public leaders must understand wicked problems and the dynamics of emerging challenge in the context of today and in the future. The resulting dynamics inevitably challenge existing societal needs, governmental policies, democracy and models for the delivery of services. Based on insights from previous summits and research, experts forecast greater alignment and new partnerships between sectors and state & non-state actors to create pathways to citizen well-being and country’s progress. Advances in socio-economics, supported with diffusion of socio-technologies will generate entirely new way for public leaders in engaging with citizens in hyper-connected era, evaluating programs and customizing services. The study aims to understand future scenarios in public leadership and to review the existing leadership learning and development programme for Malaysian Civil Service (MCS). Based on the environmental scanning, there were three landscape scenarios developed namely digital, diversity and emotional / engagement. The impact from this research is expected to enhance public leadership in modernising & transforming the MCS and create better organisational outcomes such as greater innovation, productivity, service to citizens, cost effective, decision making and transparency. Through this research, it provides a framework to help in developing public leadership and accelerate transformation in a more inclusive and sustainable manner.
Sustainable Strategies on Human Resources Management and Development in an Era of Public Sector: Reflections from Hong Kong Qualifications Framework and it implications for policy-makers
Wong Wai Lun Vincent (Hong Kong Public Administration Association)
The purpose of this paper is to illustrate sustainable strategies on Human Resources Management (HRM) and Human Resources Development (HRD) in an era of public sector based on the reflections from Hong Kong Qualifications Framework, as well as its implications for policy-makers.
In this paper, the policy background of HKQF would be discussed. As a major HRM and HRD policy initiative, HKQF has been introduced in Hong Kong in 2008 with an aim to enhance the quality, professionalism and competitiveness of the workforce. HKQF is a platform covering academic, vocational and professional, as well as continuing education sectors to promote lifelong learning. Under HKQF, there are 8 key component strategies promoting the HRM and HRD of Hong Kong, including 1) establishing Industry Training Advisory Committees; 20 drawing up Specification of Competency Standards for industries; 3) implementing Recognition of Prior Learning mechanism in the relevant industries; 4) promoting Specification of Generic (Foundation) Competencies; 5) maintaining a Qualifications Register; 6) introducing the Award Titles Scheme and the use of QF credit; 7) promulgating the policy, principles and operational guidelines for implementation of Credit Accumulation and Transfer system; 8) building up network with QF authorities and quality assurance (QA) bodies. Finally, the policy implications for human capital or manpower policy-makers would be delineated.
THEME B: Human Resources and Social Capital for Sustainable Development
Empowering Governance Stakeholders for Quality Public Service