La planificación estratégica de recursos humanos en las Administraciones públicas españolas del siglo XXI

Mikel Gorriti Bontigui

doi:10.24965/da.11429

Authors

Mikel Gorriti Bontigui Gobierno Vasco. Dirección de Función Pública. Exresponsable de Recursos Humanos (España – Spain) https://orcid.org/0009-0006-5133-3456

DOI:

https://doi.org/10.24965/da.11429

Keywords:

planning, human resources, job analysis, performance evaluation, selection, career, planned vacancy management

Abstract

Objectives: The basic objective of this work is to provide a systemic vision of the increasingly necessary planning of human resources in Spanish public administrations. And as specific objectives: to define, describe and justify the necessary tools for such planning. It also justifies the order of the interventions to obtain the necessary data for their analysis and validation. Finally, to describe the necessary evolution of jobs and their consequent total talent management. Methodology: For all this, it uses a refined methodology after many years of interventions and research in the Basque Government. Results: A HR planning. HR in public administrations consists of determining who, how many, where and by which public employees are necessary for public effectiveness as a result of the analysis of citizen demand (strategy). Conclusions: Organising public employment in the twenty-first century requires a flexible conception of organisational structures, overcoming the static conception of RPTs, the monolithic conception of civil service bodies and understanding work more by projects than by positions. The scenario of vacancies due to retirements requires an organizational redesign based on planned vacancy management. The automation of standardized and cognitive processes will generate a floating complexity for those who assume it. Also the definition of strategic profiles that must satisfy it in uncertain scenarios.

Downloads

Download data is not yet available.

Author Biography

Mikel Gorriti Bontigui, Gobierno Vasco. Dirección de Función Pública. Exresponsable de Recursos Humanos (España – Spain)

Anterior responsable de Recursos Humanos de la Dirección de Función Pública del Gobierno Vasco. Doctor en Psicología del Trabajo y de las Organizaciones. Está especializado en materias relacionadas con la función pública desde la perspectiva de los recursos humanos, el diseño organizativo, el análisis de puestos de trabajo, la evaluación del desempeño, la selección y validación de procesos selectivos, la carrera, el liderazgo y la dirección pública profesional.

References

Autor, D., Mindell, D. y Reynolds, E. B. (2019). The Work of the Future: Shaping Technology and Institutions. MIT Work of the Future. https://ipc.mit.edu/publications/the-work-of-the-future-shaping-technology-and-institutions/

Branson, R. K., Reigeluth, C. M., Begland, R., Tarr, R., & Merrill, M. D. (1981). Extended Task Analysis Procedure (ETAP): User’s Manual (Revised Edition). Florida State University.

Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Routledge.

Costa, P. T. y McCrae, R. R. (1992). Normal personality assessment in clinical practice: The NEO Personality Inventory. Psychological Assessment, 4(1), 5-13. https://doi.org/10.1037/1040-3590.4.1.5

Fleishman, E. A. y Quaintance, M. K. (1984). Taxonomies of human performance: The description of human tasks. Academic Press.

Goldberg, L. R. (1990). An alternative «description of personality»: The Big-Five factor structure. Journal of Personality and Social Psychology, 59(6), 1216-1229. https://doi.org/10.1037/0022-3514.59.6.1216

Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4(1), 26-42. https://doi.org/10.1037/1040-3590.4.1.26

Gorriti Bontigui, M. (2021). Evolución de los puestos y nuevos perfiles profesionales en la administración pública del siglo XXI. En C. Ramió Matas (coord.), Repensando la Administración digital y la innovación pública (pp. 297-337). INAP.

Jesuthasan, R. y Boudreau, J. W. (2022). Work without jobs: How to reboot your organization’s work operating system. The MIT Press. http://dx.doi.org/10.7551/mitpress/13930.001.0001

Rodriguez López, A. (2023). La selección de personal en la administración pública: qué medir y cómo medirlo. Revista Vasca de Gestión de Personas y Organizaciones Públicas, (24), 8-50. https://doi.org/10.47623/ivap-rvgp.24.2023.01

Sackett, P. R., Shewach, O. R. y Keiser, H. N. (2017). Assessment centers versus cognitive ability tests: Challenging the conventional wisdom on criterion-related validity. Journal of Applied Psychology, 102(10), 1435-1447. https://doi.org/10.1037/apl0000236

Sackett, P. R., Zhang, C., Berry, C. M. y Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107(11), 2040-2068. https://doi.org/10.1037/apl0000994

Salgado, J. F. y Moscoso, S. (2019). Meta-analysis of the validity of general mental ability for five performance criteria: Hunter and Hunter (1984) revisited. Frontiers in Psychology, (10), artículo 2227. https://doi.org/10.3389/fpsyg.2019.02227

Schmidt, F. L., Oh, I. S. y Shaffer, J. A. (2016). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 100 years of research findings. Fox School of Business Research Paper.

Wald, J. (2020). The End of Jobs: The Rise of On-Demand Workers and Agile Corporations. Post Hill Press.

Wrzesniewski, A. y Dutton, J. E. (2001). Crafting a Job: Revisioning Employees as Active Crafters of Their Work. Academy of Management Review, 26(2), 179-201. https://doi.org/10.5465/amr.2001.4378011